"Presentation on Job Analysis. Learn methods of analyzing and evaluating a job. These PDF's are available for all VEDA students for free on www.veda-edu.com"

1. JOB ANALYSIS
 Purposes of job analysis
 Sources of job analysis information
 Methods of job analysis
 Job evaluation
 Sources of inaccuracy in job analysis
 Cognitive
 Social

2. What is job analysis?
 Definition: a method for describing jobs
and the human attributes necessary to
perform them
 Two approaches:
 job oriented
 person oriented

3. Purposes of Job Analysis
 selection
 legal issues
 performance appraisal
 career development
 training

4. Sources of Job Analysis
Information
 Who provides information?
 subject matter experts (job incumbents and
supervisors)
 analysts
 How is information collected?
 Performing the job
 Observing incumbents perform the job
 Interviewing SMEs
 Surveying SMEs

5. Methods of Job Analysis
 Task inventories
 Time spent on task
 Importance of task, difficulty of learning
 Functional Job Analysis
 data
 people
 Things
 Critical incidents technique

6. Methods, cont.
 Job Components
Inventory
 Tools and equipment
 Perceptual and
physical
requirements
 Mathematical
requirements
 Communication
requirements
 Decision making and
responsibility
 Position Analysis
Questionnaire
 Information input
 Mediation processes
 Work output
 Interpersonal
activities
 Work situation and
job context
 Miscellaneous
aspects

7. Job Evaluation
 Definition -- family of quantitative
techniques used to determine the salary
levels of jobs
 Why is job evaluation important?
 Equal Pay Act of 1963
 Comparable Worth

8. Job Evaluation Methods
 Ranking -- rank order the jobs according to
each jobs relative worth or value to the
organization
 Classification -- placing all jobs into a
predetermined taxonomy of grades or
classes (like the DOT)
 Point systems -- assign points to various
levels of skill, knowledge, responsibility,
working conditions, then summing the
points.

9. Summary
Purposes of job analysis
Sources of job analysis information
 Who provides information?
 How is information collected?
Job analysis methods
Job evaluation – purpose and
methods

10. Inaccuracy in Job Analysis
 JA assumes information is reliable and
without error
 Sources of Inaccuracy
 Social – Created by normative pressures
from the social environment
 Cognitive – Limitations on ability to process
information

11. Effects of inaccuracy on job
analysis data
 Interrater reliability
 Interrater agreement
 Discriminability between jobs
 Dimensionality of factor structures
 Mean ratings
 Completeness of job information

12. Social sources of inaccuracy
 Social influence
processes
 Pressure to
conform
 Extremity shifts
 Motivation loss
 social loafing
 free riding
 Self-presentation
processes
 Impression
management
 Social desirability
 Demand effects

13. Cognitive sources of inaccuracy
 Limitations in information processing
systems
 Information overload
 Heuristics
 Representativeness
 Availability
 Anchoring and adjustment
 Categorization

14. Cognitive sources (cont.)
 Biases in information processing
systems
 Carelessness
 Extraneous information
 Inadequate information
 Order and contrast effects
 Halo
 Leniency and severity
 Method effects

15. Minimizing Inaccuracy
 Obtain job info from multiple sources
 Use a variety of research methods
 Make process clear and understandable
for the respondent
 Supervise data collection closely
 Pilot studies
 Monitoring questionnaire completion
 Debriefing respondents

16. Summary
 Effects of inaccuracies on job analysis
data
 Social sources of inaccuracy
 Social influence processes
 Self-presentation processes
 Cognitive sources of inaccuracy
 Limitations in information processing
 Biases in information processing
 Minimizing inaccuracies