Job Analysis and Evaluation

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Job Analysis and Evaluation

• Do it or else

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Job Analysis

• The identification of criteria necessary for
  successful performance in a given job
• Identifies KSAs
• Job tasks to perform
• Skills required
• Abilities needed

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Why Bother??

• The Job Analysis provides the foundation for
  almost everything HR is involved in.
• Job Descriptions
• Employee Selection
• Training
• Performance Appraisals
• Job Classification
• Job Evaluation
• Job Design

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Job vs. Worker Oriented Analyses

• Worker-Oriented
• analysis of the skills and abilities required
• intelligent
• self-motivated
• able to work alone
• able to integrate diverse information
• good long-term memory
• time-management skills

• Job-Oriented
• analysis of tasks necessary to complete the job
• more concrete
• e.g. college student
• attend lectures
• take notes
• read text
• write papers
• do homework

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Sources of Job Information

• SMEs (Subject Matter Experts)
• people who have in-depth knowledge of specific
  job under analysis, job skills, and abilities
• Job Incumbent
• Supervisors
• Job Analyst

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Methods of Job Analysis

• Interviews
• Structured Questionnaire / Inventory
• Direct Observation
• Logbooks / Work Diaries

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Interviews

• Most commonly used method
• very adaptable
• Usually conducted with
• job incumbents
• technical experts
• supervisors
• Questions like
• what are your most typical duties?
• How long do they take?
• How do you do them?
• Con people may misrepresent/exaggerate job

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Questionnaire/Inventory

• Lists of many (gt200) job characteristics and
  activities
• rated in term of frequency and importance
• method is most useful for comparing jobs
• D2 - measure of similarity
• found job of housewife is most similar to
  patrolman!
• very commonly used (esp. with interviews)

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PAQ Example of Sources of Job Information
Rate the extent to which each is used by the
worker as a source of information in performing
the job Extent of Use N - Does not apply 1 -
Very infrequent 2- Occasional 3 -
Moderate 4 - Considerable 5 - Very
substantial 1.___ Written materials (books,
reports, articles). 2.___ Quantitative materials
(graphs, tables of numbers) 3.___ Measuring
devices (calipers, tire pressure gauges,
thermometers) 4.___ Features of nature
(landscapes, geological samples, cloud
formations)
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Observation

• Unobtrusive method
• camera video audio
• Excellent for understanding and appreciating
  conditions under which job is performed
• Allows analyst to experience aspects of job that
  worker may not be aware of
• Not as good for understanding why behaviors do/do
  not occur

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Logbook / Worker Diaries

• Worker makes systematic entries in book outlining
  activities
• May be useful for jobs that are difficult to
  observe
• But, not commonly used
• too much variance in writing skills
• can exaggerate tasks performed
• Can be done with beepers

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Typical Job Analysis

• Read any info available re job
• training manuals
• job descriptions
• equipment manuals
• Interview middle managers
• pick up lingo
• understand job importance acc. to management
• get feel for job
• develop questions for later interviews

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Typical Job Analysis cont.

• Observe 3 or 4 people doing job
• Schedule interviews with incumbents and
  supervisors
• Distribute questionnaires/inventories re job
  duties
• Combine/compile info (most imp.)
• must summarize using all info.
• no standard procedure uses creativity

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Why do we do Job Analyses?

• Reduce Role Conflict and Ambiguity
• reduce discrepancy between what organization
  thinks job is and what job is in reality
• Design and Evaluation of Training
• focus training on most difficult and/or most
  frequent elements of job
• Performance Appraisal
• criteria for appraisal should be matched with
  most important elements of job

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Why Job Analysis?

• Job Design
• simplify job with too many disparate activities
• Personnel Selection
• once KSAs are identified, job requirements can be
  generated
• items on job tests can be written based on JA
• e.g., if job requires high intelligence, give
  intelligence test

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Why Job Analysis?

• Compliance with Civil Rights Legislation
• CRA of 1964, 1991, Age Discrimination Act,
  Americans with Disabilities Act
• if discrimination occurs, must be justifiable
  business practice
• JA is necessary, but not sufficient component
• Job Evaluation
• judges relative worth of jobs in an organization
• sets fair compensation rates

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Job Evaluation

• Market Perspective (External Equity)
• how difficult is it to fill the position
• Ex I/O Psychologist vs. Clinical Psychologist
• not an assessment of value
• Based on Job Analysis (Internal Equity)
• skill
• effort
• responsibility
• working conditions
• education requirements

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Comparable Worth

• Equal Pay Act of 1963
• equal pay for equal work
• but, not very effective in reducing pay disparity
  between men and women (62)
• different job titles even though same tasks!
• clerk-typist vs. storekeeper
• WA found guilty of paying 14,000 women employees
  20 less than men
• Equal pay for comparable work
• based on job tasks, not titles

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How are these different?

• Job Analysis
• Job Evaluation
• Performance Evaluation