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    Psych 195 Chapter Three

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    Isabelle D. Segismundo
    This document summarizes job analysis, which is the systematic study of jobs to understand their tasks, duties, and skills required. It discusses the importance of job analysis for personnel functions like recruitment, placement, and performance evaluation. Several common job analysis methods are outlined, including observation, surveys, interviews, and job diaries. Specific techniques like the job element method, critical incident technique, and position analysis questionnaire are also described. The document concludes with a discussion of how job analysis relates to the Americans with Disabilities Act and the concept of comparable worth.

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    Psych 195 Chapter Three

    Uploaded by

    Isabelle D. Segismundo
    31 views5 pages
    This document summarizes job analysis, which is the systematic study of jobs to understand their tasks, duties, and skills required. It discusses the importance of job analysis for personnel functions like recruitment, placement, and performance evaluation. Several common job analysis methods are outlined, including observation, surveys, interviews, and job diaries. Specific techniques like the job element method, critical incident technique, and position analysis questionnaire are also described. The document concludes with a discussion of how job analysis relates to the Americans with Disabilities Act and the concept of comparable worth.

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    This document summarizes job analysis, which is the systematic study of jobs to understand their tasks, duties, and skills required. It discusses the importance of job analysis for personnel functions like recruitment, placement, and performance evaluation. Several common job analysis methods are outlined, including observation, surveys, interviews, and job diaries. Specific techniques like the job element method, critical incident technique, and position analysis questionnaire are also described. The document concludes with a discussion of how job analysis relates to the Americans with Disabilities Act and the concept of comparable worth.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    31 views5 pages

    Psych 195 Chapter Three

    Uploaded by

    Isabelle D. Segismundo
    This document summarizes job analysis, which is the systematic study of jobs to understand their tasks, duties, and skills required. It discusses the importance of job analysis for personnel functions like recruitment, placement, and performance evaluation. Several common job analysis methods are outlined, including observation, surveys, interviews, and job diaries. Specific techniques like the job element method, critical incident technique, and position analysis questionnaire are also described. The document concludes with a discussion of how job analysis relates to the Americans with Disabilities Act and the concept of comparable worth.

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    Segismundo, Isabelle D.

    (2014-55553)
    CHAPTER 3 I JOB ANALYSIS
    Personnel Psychology-specialty area of I/O Psychology focusing on an organization’s human resources

    - Concerned with the creation, care and maintenance of a workforce


    - Includes recruitment, placement, training and development of workers; the measurement and
    evaluation of their performance; and the concern with worker productivity and well being
    - Goal: take care of an organization’s human resources

    Job Analysis

    - Systematic study of the tasks, duties, and responsibilities of a job and the knowledge, skills, and
    abilities needed to perform it
    - Starting point for nearly all personnel functions and is critical for developing the means to assess
    personnel
    - Conducted on periodic basis to ensure that the information about the job is updated (needs to reflect
    the work being done)
    - Not easy so methods need to be precise and comprehensive
    - Should not be a limiting process (must allow for flexibility and creativity in their jobs)
    - Job analyst must be well trained in basic research methods, must be an expert in objective
    measurement techniques
    - Involves the objective measurement of work behavior performed by actual workers
    - Job Description: detailed description of job tasks, procedures, and responsibilities; tools and
    equipment used; and the end of product or service
    - Job Specification: provides information about the human characteristics required to perform the
    job(usually physical and personal traits, work experience and education)
    o Usually gives the minimum acceptable qualification
    - Job Evaluation: assessment of the relative value or worth a job is to an organization to determine
    appropriate compensation or wages
    - Performance Criteria: means for appraising worker success in performing a job
    - Important:
    o Provide detailed information needed for other personnel activities
    o Legal decisions

    Job Analysis Methods

    - Observations
    o Trained job analysts gather information about a particular job
    o Usually observes the job incumbent at work for a period of time
     May also use videos to record work behavior
    o Takes notes on the exact tasks and duties performed
    o Usually work best with jobs involving manual operations, repetitive tasks or other easily seen
    activities
    o Important to select times that are representative of the worker’s routine
    Segismundo, Isabelle D.(2014-55553)
    o Concern: whether the presence of the observer influences workers’ performance
    - Participation
    o Involves actually performing the particular job or operation to get a firsthand understanding of
    how the job is performed
    - Existing Data
    o Uses information or records that are already existing
    o Data may be borrowed from another organization
    o Should always be checked to make sure if conforms to the job currently being performed and to
    determine if existing data accounts for inclusion of new technology in the job
    - Interviews
    o Questions can be open ended or be structured/standardized
    o May want to get more than 1 perspective by interviewing other people(job incumbent, job
    incumbent’s supervisor or incumbent’s subordinates)
    o Can also do several interviews of job incumbents to get a more reliable representation of the
    job
    - Surveys
    o Administration of a pencil-and-paper questionnaire
    o Can consist of open ended questions, closed-ended questions or checklists
    o Advantages:
     Allows collection of information from a number of people simultaneously
     Anonymous=less distortion or withholding of information
    o Disadvantages:
     Information obtained can be limited by the questions (cannot probe)
    o Subject Matter Expert(SMEs)-an individual who has detailed knowledge about a particular job
    - Job Diaries
    o Record their daily activities in a diary
    o Advantages:
     Provides a detailed, hour by hour, day by day account of the worker’s job
    o Disadvantages:
     Time Consuming
    - Concern: potential errors and inaccuracies (human factor)
    o Examples: carelessness, poor analyst training to biases

    Specific Job Analysis Techniques

    - Job Element Method


    o Looks at the basic knowledge, skills, abilities and other characteristics that are required to
    perform a particular job
    o Experts/SMEs identify the job elements(KSAOs) then rate/rank the different elements in terms
    of their importance for performing the job
    o “person oriented”- focuses on the characteristics of the individual who is performing the job
    o Has limited scope
    Segismundo, Isabelle D.(2014-55553)
    - Critical Incidents Technique
    o Records the specific worker behaviors that have led to particularly successful or unsuccessful
    job performance
    o Obtained by questioning(interviews/questionnaires) job incumbents, job supervisors, etc.
    o Helps determine the particular knowledge, skills and abilities that a worker needs to perform a
    job successfully
    o Can also be used to develop appraisal systems for particular jobs
    - Position Analysis Questionnaire
    o Structured questionnaire that analyzes various jobs in terms of the following:
     Information Input-where and how the worker obtains the information needed to
    perform the job
     Mental Processes-kinds of thinking, reasoning and decision making required to perform
    the job
     Work Output-the tasks the worker must perform and the tools/machines needed
     Relationships with other persons-the kinds of relationships and contacts required to do
    the job
     Job Context-physical/social contexts in which the work is performed
     Other Job Characteristics-other relevant activities, conditions or characteristics
    necessary to do the job
    o Each are individually rated in a 1-5 scale using six categories:
     Extent of Use
     Importance to the Job
     Amount of Time
     Applicability
     Possibility of Occurrence
     Miscellaneous Job Elements
    o Produce a vary detailed profile of a particular jobs that can be used to compare jobs within a
    company or similar positions in different organizations
    - Functional Job Analysis
    o A structured job analysis technique that examines the sequence of tasks in a job and the
    processes by which they are completed
    o Helped crate Dictionary of Occupational Title(DOT) which has been replace by the Occupational
    Information Network(O*NET)
    o Uses 3 broad categories representing the job’s typical interaction with data, people, things
     Data-information, knowledge and conceptions
     People-amount of contact with others the job requires
     Things-worker’s interaction with inanimate objects (tools, machines, equipment, work
    products)
    o Advantages:
     Cost effective
     Uses job descriptions based on national databases
     For research (gain insight into how workers are performing their jobs)
    Segismundo, Isabelle D.(2014-55553)
    - Comparing the Different Job Analysis Techniques
    o FJA, CIT, PAQ- effective job analysis techniques
     FJA, CIT- provided detailed, comprehensive types of analyses; tailored to analyze specific
    jobs
     PAQ- more limited information; more cost effective and easier to use
     CIT- analyze complex jobs
    o Must use caution in interpretation of numerical scale values
    o Possible Solution: rating using “Relative Importance” of tasks
    o No method is superior to all others

    Job Analysis and the ADA

    - 1990: American with Disabilities Act


    o Employers prevent employment discrimination against disabled persons and must make
    reasonable accommodations that will allow disabled persons to perform the essential job
    duties
    o Job requirements be reviewed and updates

    Job Evaluation and Comparable Worth

    - Process of assessing the relative value of jobs to determine appropriate compensation


    - Compensable Factors-job elements that are used to determine appropriate compensation for a job
    o Summed total indicates the value of the job, which is then translated into money
    o Does not take into account market conditions (supple and demand)
    - Issue
    o Discrimination in compensation (wage discrepancies for men and women)
    o Equal Pay Act of 1963
     Men and women performing equal work should receive equal pay
    o Title VII of Civil Act of 1964
     Prohibits discrimination in employment practices based on race, color, sex and national
    origin
    o Women still receive lower wages than men performing the same/equivalent work
    o Access to higher paying jobs
    o Women are often paid far less than men for performing equivalent tasks
    o “Comparable Worth”-the notion that jobs require equivalent KSAOs should be compensated
    equally
     Tied to the ability of the organizations to conduct valid and fair job evaluations
     Argument: job evaluation methods are inaccurate because they do not account for
    factors such supply and demand, education, experience, preference
     These factors do not account for the disparity in pay
     Reasons:
     Society does not value the type of work required by jobs filled by women
     More value is ascribed to higher level jobs that are filled by men
    Segismundo, Isabelle D.(2014-55553)
    o “Exceptioning”-the practice of ignoring pay discrepancies between particular jobs possessing
    equivalent duties and responsibilities
    o Steps to correct pay inequalities
     Job evaluations will have to be conducted for nearly all jobs
     Salaries of lower paid workers will have to be raised

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