Job Analysis and Evaluation PDF

Chapter 2 Job Analysis and Evaluation Industrial/Organizational Ps...

Chapter 2 Job Analysis and Evaluation Industrial/Organizational Psychology (PSY 32012-2) Job Analysis o Arguments that may counter, “It’s not my job.” ✓ Duties can always be added to the job o A thorough job analysis, also called work description and must be updated regularly analysis, is the foundation for almost all human ✓ “and performs other job-related duties as resource activities assigned” should be included in the job o Job Description – a brief, two-to-five-page description summary of tasks and job requirements found o Job Title – describes the nature of the job in the job analysis ▪ an accurate title also aids in employee ▪ Written result of the job analysis selection and recruitment ▪ Relatively short summary of a job and ▪ Job titles provide workers some kind of should be about two to five pages in length identity ▪ It should be described in detailed ▪ Job titles can also affect the perceptions of o Job Analysis – is the process of determining the the status and worth of a job work activities and requirement o The summary need be only a paragraph in o Job Analysis and Job Description is the basis for length but should briefly describe the nature many HR activities and purpose of the job o Job Analyses yield lists of job activities that can o The work activities section lists the tasks and be systematically used to create training activities in which the worker is involved programs o A section should be included that lists all the o One important but seldom employed use of job tools and equipment used to perform the work analysis is to determine worker mobility – if activities individuals are hired for a particular job, to what ▪ This is used usually for employee selection other jobs can they expect to eventually be and training promoted and become successful. o Job Context – the environment in which the o Peter Principle – promoting employees until employee works and should mention stress they eventually reach their highest level of level, work schedule, physical demands, level of incompetence responsibility, temperature, number of o Another important use of job analysis is the coworkers, degree of danger, and any other construction of a performance appraisal relevant information instrument o Work Performance – the job description should o Job Analysis enables a human resources outline standards of performance professional to classify jobs into groups based ▪ Contains a relatively brief description of how on similarities in requirements and duties an employee’s performance is evaluated o Job Classification is useful in determining pay and what work standards are expected levels, transfers, and promotions o Should contain information on the salary grade, o Job Analysis information can also be used to whether the position is exempt, and the determine the worth of a job compensable factors used to determine salary o Job Analysis can be used to determine the o Job Specifications or Competencies – the optimal way in which job should be performed knowledge, skills, abilities, and other o One legally acceptable way to directly characteristics (KSAOs) that are necessary to determine job relatedness is by job analysis be successful on the job o Uniform Guidelines on Employee Selection (1978) – the HR principles designed to ensure Preparing for a Job Analysis compliance with federal standards – contain several direct references to the necessity of job o a job analysis is conducted by a trained analysis individual in the human resources department, o Job Analysts often become aware of certain but can also be conducted by job incumbents, problems within an organization supervisors, or outside consultants. Writing a Good Job Description  Chapter 2 Job Analysis and Evaluation Industrial/Organizational Psychology (PSY 32012-2) o Consultants are good choice for conducting a o A related decision addresses the issue of formal job analysis because they are well trained and versus informal requirements have extensive experience ▪ Formal Requirements: typing letters or filing o Alternative: College interns memos o The job description should be updates if a job ▪ Informal Requirements: coffee making or changes significantly picking up the children from school o Job Crafting – the informal changes that employees make in their job Conducting Job Analysis o All employees should participate in job analysis 1. Identify the tasks performed. o In committee-based job analysis, a group of ▪ Identify the major job dimensions and tasks subject matter experts meet to generate the performed in each dimensions, tools and tasks performed, the conditions under which equipment used, and conditions under which they are performed, and the KSAOs needed to the tasks is performed perform them ▪ Conducted by gathering existing o In field-based job analysis, the job analyst information, interviewing subject matter individually interviews/observes a number of experts (people who are knowledgeable incumbents out in the field about the job), observing, and job o After the number of participants has been participation determined, a decision needs to be made about Interview could be individual or group which particular employees must participate Interviews one employee at a time or o High-performing employees generated larger number of employees are different job analysis outcomes than did low- interviewed together (SME Conference) performing employees Prepare for the interview by announcing o More experienced employees rated tasks the job analysis to the employees differently than less experienced employees Open the interview by establishing o There is a small significant difference in the rapport ways in which white and African American Conduct the interview by asking open- incumbents viewed their jobs ended questions, easy-to-understand o Job analysis ratings were related not only to the vocabulary, and allowing sufficient time race of the incumbent but also to the race of the for the employee to talk and answer incumbents’ co-workers questions o There could be possible differences in how Observing someone without their different gender viewed their jobs knowing is difficult o Personality of the incumbent was related to the Job Participation is effective because it personality traits rated by the incumbent to be is easier to understand every aspect of a important to the job job once you have done it yourself o People with different perspectives on the job 2. Write Task Statements produce different job analysis results ▪ Must contain an action (what is done) and an o The consideration of which employees are object (to which the action is done) chosen to participate is an important issue ▪ Usually this also includes where the task is because a job can often be performed in several done, how, why, and when ways ▪ One Action = One object o Should job analysis break a job down into very ▪ Should be written at a level that can be read minute, specific behaviors, or should the job be and understood by a person with the same analyzed at a more general level? reading ability as the typical job incumbent o For some jobs that involve intricate work, ▪ Should be written in the same tense extensive, and expensive efforts have been ▪ Should include tools and equipment undertaken to identify the optimal in which ▪ Should not be competencies tasks should be performed. ▪ Should not be policy  Chapter 2 Job Analysis and Evaluation Industrial/Organizational Psychology (PSY 32012-2) ▪ Should make sense by itself intellectual and decision-making dimensions, ▪ The level of authority must be indicated for and an emphasis on having job analyst those activities that involve decision making C. Job Elements Inventory – contains 153 items 3. Rate Task Statements and has a readability level appropriate for an ▪ Conduct Task Analysis – using a group of employee with only a tenth-grade education SMEs to rate each task statements on the D. Functional Job Analysis – quick method that frequency and the importance or critically of could be used by the federal government to the tasks being performed analyze and compare thousand of jobs 4. Determine Essential KSAOs ▪ Identifying the KSAOs needed to perform the Methods Providing Information about Tools and tasks Equipment ▪ Knowledge – body of information needed to A. Job Components Inventory – consists of more perform a tasks than 400 questions covering five major ▪ Skill – the proficiency to perform a learned categories: tools and equipment, perceptual and task physical requirement, mathematical ▪ Ability – basic capacity for performing a requirements, communication requirements, and wide range of different tasks, acquiring a decision making and responsibility. knowledge, or developing a skill ▪ Contains detailed section on tools and ▪ Other Characteristics: personality, equipment willingness, interests, and motivation ▪ KSAOs = competencies (job specifications) Methods Providing Information About the Work ▪ Once the list of the essential KSAOs has Environment been developed, another group of SMEs is A. Arbeitswissenschaftliches Erhebungsverfahren given the list and asked to rate the extent to (AET) – ergonomic job analysis procedure which each of the KSAOs is essential for ▪ The instrument is primarily concerned with performing the job the relationship between the worker and the 5. Selecting Tests to Tap KSAOs work objects ▪ Determine the best methods to tap the KSAOs needed at the time of hire Methods Providing Information about Competencies Using Other Job Analysis Methods A. Occupational Information Network – national job analysis system created by the federal Methods Providing General Information about government to replace the Dictionary of Worker Activities Occupational Titles A. Position Analysis Questionnaire – contains 194 ▪ Major advancement in understanding the items organized into six main dimensions: nature of work, in large part because its information input, mental processes, work developers understood that jobs can be output, relationships with other persons, job viewed at four levels: economic, context, and other job-related variables organizational, occupational, and individual. ▪ PAQ tells us if a job involves interviewing ▪ Includes information about the occupation but does not indicate the type of interviewing and the worker characteristics needed for that is performed or how the interview is the success in the occupation conducted ▪ Also includes information about such ▪ Inexpensive and takes relatively little time economic factors as labor demand, labor to use supply, salaries, and occupational trends. ▪ PAQ questions and directions are written at B. Critical Incident Technique – used to discover the college graduate level actual incident of job behavior that make the B. Job Structure Profile – revised version of PAQ difference between a job’s successful or which includes item content and style, new unsuccessful performance. items to increase discriminatory power of the  Chapter 2 Job Analysis and Evaluation Industrial/Organizational Psychology (PSY 32012-2) ▪ Job incumbents each generate between one ▪ 107 items tapping 12 personality dimensions and five incidents of both excellent and poor that fall under the big 5 personality performance that they have seen on the job dimensions ▪ Job Expert examine each incident and decide whether it is an example of excellent Evaluation of Methods or poor behavior o The best method to use in analyzing a job ▪ The incidents generated in the first stage are appears to be related to the end use of the job then given to three or four incumbents to analysis information sort into unspecified number of categories o Worker-Oriented Methods are the best for ▪ To verify the judgements made by the job employee selection and performance appraisal analyst, three other incumbents are given o Job-oriented methods are best for work the incidents and category names and are designs and writing job description asked to sort the incidents into the newly o From a legal perspective, courts ruled that job created categories analysis is necessary and that acceptable job ▪ The numbers of both types of incidents analyses should use several up-to-date sorted into each category are then tallied sources, conducted by experts, use large and used to create a table number of job incumbents, and cover the entire ▪ This cannot be used as the sole method of range of worker activities and qualifications job analysis o PAQ is the most standardized and CIT is the C. Job Components Inventory – also provides least standardized information about the perceptual, physical, o CIT takes the least amount of job analyst mathematical, communication, decision making, training and task analysis the most and responsibility skills needed to perform the o PAQ is the least costly job o PAQ takes the least amount of time to complete D. Threshold Traits Analysis – consists of 33 items, and task analysis the most identifying the traits that are necessary for the o Task analysis has the highest quality results and successful performance of a job TTA the lowest E. Fleishman Job Analysis Survey – requires o Task Analysis reports are the longest and job- incumbents or job analysts to view a series of elements reports the shortest abilities o The CIT has been rated the most useful and PAQ ▪ Easy to use by incumbents or trained analyst is the least and is supported by years of research o Task Analysis gives best overall job picture and F. Job Adaptability Inventory – 132-item inventory the PAQ the worst that taps the extent to which a job incumbent needs to adapt to situations on the job Job Evaluation 1. Handling emergencies or crisis situations o The process of determining one’s worth 2. Handling work stress o Done in two stages: determining internal pay 3. Solving problems creatively equity and mining external pay equity 4. Dealing with uncertain and unpredictable work situations Determining Internal Pay Equity 5. Learning work tasks, technologies, and procedures o Internal Pay Equity – involves comparing job 6. Demonstrating Interpersonal Adaptability within an organization to ensure that the people 7. Demonstrating cultural adaptability in job worth the most money and paid 8. Demonstrating physically oriented accordingly adaptability 1. Determining Compensable Job Factors – decide G. Personality-Related Position Requirements what factors differentiate the relative worth of Form – identify the personality types needed to jobs perform job-related tasks ✓ Level of responsibility ✓ Physical Demands  Chapter 2 Job Analysis and Evaluation Industrial/Organizational Psychology (PSY 32012-2) ✓ Mental demands ✓ Education Requirements ✓ Training and experience requirements ✓ Working conditions 2. Determining the levels for each compensable factors 3. Determining Factor Weights Determining External Pay Equity o External Pay Equity – the worth of a job is determined by comparing the job to the external market o To determine, organizations use Salary Survey asking how much an the other organizations pays its employees in various positions o Direct Compensation – the amount of money a job is worth Determining a Sex and Race Equity o Pay audits should also be conducted to ensure that the employees are not paid differently on the basis of gender or race o Two types of audits should be conducted: one that looks at pay rates of employees within positions with identical duties and a second that looks at pay rates of employees in jobs of similar worth and responsibility o The second type of analysis is normally conducted by comparing jobs with similar worth and responsibility (similarly situated employee groupings (SSEGs)). o Comparable Worth – is an issue very much related to the discussion of job evaluation ▪ e.g., Female workers are paid less than male workers o The first step in conducting salary equity analysis for an organization is to place jobs into the SSEGs o Two types of statistical analyses are typically used: Hierarchical regression and Fisher’s exact tests (used to compare median salaries) end