Psyc 3800 IO Ch 3 Notes PDF

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Industrial and Organizational Psychology Chapter 3: Job Analysis What is Job Analysis? Family of formal methods for describing jobs and human attributes necessary for jobs • Process should be systematic • Job is broken into smaller units • Results in some written product o Two major approaches • Job-oriented • Person-oriented o Unit of analysis is the job not the individual Person-Oriented Job Analysis Provides a description of the characteristics (KSAOs) necessary for a person to be successful in a particular job KSAOs -Knowledge: Know to do a task -Skill: Can do a task -Ability: Capability to learn to do a task Other personal characteristics: Other attributes needed Purposes of Job Analysis • Career development • Legal defense • Essential functions: What tasks must be done? • Job relevance: Is KSAO necessary to do the job? • Performance appraisal • Recruitment and selection • Training • Vocational counseling • Research Collecting Job Analysis Information Who provides information? o Job analysts o Subject matter experts: SMEs o Job incumbents o Supervisors o Trained observers 1

How to collect information? o Perform job o Observe employees on the job o Interviews SMEs o Survey SMEs Methods of Job Analysis • Job Components Inventory (JCI) • Functional Job Analysis (FJA)  Dictionary of Occupational Titles: DOT  Occupational Information Network: O*NET • Position Analysis Questionnaire (PAQ) • Task inventories  Combination Job Analysis Method (C-JAM) • Choosing method depends on purpose • Job analysis for work teams Reliability and Validity of Job Analysis • Reliability  Test-retest of .83  Inter-rater agreement ranged .48 to .81 • Validity  Evidence that job analyses are valid – Trained analysts and students? • Job Evaluation • Formal, typically mathematical, means of calculating value of a job (not individual) to an organization. Steps: 1. Job analysis to identify important compensable factors 2. Rate each job on compensable factors 3. Points are summed for each job to provide a score • Higher the number, higher salary should be 4. Plot actual salaries for each job against point totals for jobs

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