PSY 3711 1st Edition Lecture 5 Outline of Last Lecture I Organizational citizenship behaviors OCB II Counterproductive work behaviors CWB Outline of Current Lecture I What is job analysis II Job description job specification and linking III How to conduct a job analysis various methods Current Lecture I What is job analysis a always the first step in I O research and application b precedes job design recruitment etc c without job analysis you cannot conduct performance appraisal training etc d process used to determine the important tasks and human attributes necessary to successfully perform a task e we specify the work that needs to be done duties and tasks JOB DESCRIPTION and personal characteristics needed to do the work knowledge skills abilities etc II Job description job specification and linking a Job description i duties activities broad description of what the job entails ii rated in terms of their centrality of impact on the job based on time spent on the task frequency of performance of task and importance of task These notes represent a detailed interpretation of the professor s lecture GradeBuddy is best used as a supplement to your own notes not as a substitute iii tasks narrow list of tasks that compose duties e g analyze and modify compensation benefits policies to establish competitive programs and ensure compliance with legal requirements b Job specification i reflect minimally acceptable qualifications of job incumbents ii common error often written to reflect ideal candidate rather need to distinguish between required and desirable characteristics iii determine characteristics required to successfully complete job tasks usually through interaction with subject matter experts SME iv SME job incumbents people in the job right now or people that know the job well like job supervisors c KSAO i knowledge skills abilities other characteristics ii knowledge collection of discrete but related facts about a particular domain iii skills practiced acts iv abilities stable capacity to engage in a specific behavior v other characteristics personality traits values interests degree vi essential to link KSAOs to each job duty or task establishes job relatedness 1 which KSAOs are the most important 2 how much to weight each 3 defense against allegations of discrimination III How to conduct a job analysis various methods a job performance analyst performs job to get firsthand exposure b observation observe workers and record what why and how c interview and focus groups used when observation and performance is impractical d structured questions for SMEs are important e critical incidents collect examples of good bad performance i need to collect hundreds of examples ii behavioral based iii used sorting procedure to categorize incidents f structured questionnaires i survey approach ii assess tasks and KSAOs required iii off the shelf products available g electronic performance monitoring i collect info digitally about worker actions frequency counts of actions ii can be cost effective unobtrusive and capable of producing detailed and accurate logs of work h cognitive task analysis i for many modern technological tasks mental processes are primary for jobs but not observable ii breaks task into measurable units focusing on mental processes and knowledge content i best job analysis depends on the purpose of why you re doing the analysts