JOB ANALYSIS

JOB ANALYSISJOB ANALYSIS

IDENTIFY AND RATE JOBTASKS & KSAs

IDENTIFY AND RATE JOBTASKS & KSAs

DEVELOP SELECTIONDEVICE (S)

DEVELOP SELECTIONDEVICE (S)

PAPER & PENCIL TESTS

SITUATIONAL INTERVIEW

APPLICATION BLANKS

PERFORMANCE TEST (HANDS-ON)

SIMULATION TESTS

CONNECT TASKS TO KSAs

CONNECT TASKS TO KSAs

JOB DESCRIPTIONSJOB DESCRIPTIONS

RECRUITMENTRECRUITMENT

IDENTIFY TRAINING NEEDS &TECHNIQUES

IDENTIFY TRAINING NEEDS &TECHNIQUES

DEVELOP PERFORMANCEEVALUATIONS

DEVELOP PERFORMANCEEVALUATIONS

FEEDBACK AND GOAL SETTING

CAREER DEVELOPMENT

DEVELOP TRAINING

ASSESSMENTS

Basic Methods to Collect Job Analysis Information

Interviews (Individual or group)

Format: Individual or group with SME (Subject Matter Experts)

SMEs: Employees and/or supervisors

Key Points:

• Make purpose of the job analysis clear

• Interviewers need to be trained

• Use a structured format

Potential Limitations:

Employees may distort the responsibilities of their job

Supervisors may lack detailed information as to how the job is done

On-Site Observation

• Best used for structured jobs

• Need to get a representative sample

• Need to be unobtrusive

• Beneficial to use a structured format to record observations (see pg. 221 in text; FJA)

Note: Some suggest that it’s best to observe before conducting interviews. In some cases, observations may not be possible (e.g., safety concerns, union objections)

Dimensions measured by the PAQ:

a) Where and how employees get job/task information

b) Cognitive process involved (e.g., planning, organization, making decisions)

c) Output (e.g., activities performed, tools/processes used)

d) Interpersonal relationships required (e.g., co-workers, clients)

e) Context of job (physical and social)

Advantages:

• PAQ can allow comparisons and generalizations across jobs

• Decent internal consistency reliability (.80)

• Inter-rater reliability of .66

Limitations:

• Cannot clarify questions or follow up on respondents answers

• Best used for manual labor jobs (lots of items related to equipment use)

• Relatively high reading level level (10th - 12th grade)

• Task differences may not be measured due to behavioral similarities

Questionnaires (e.g., Position Analysis Questionnaire; PAQ)

“Typical” Job Analysis Process

Develop Task Statements

Develop KSA Statements

Rate Task & KSA Statements

Connect Tasks & KSAs

Job Analysis Process for Employment Selection

1. Identification of work activities and development of job task statements

2. Develop a list of KSA’s necessary for adequate performance of the job tasks

3. Site observations to confirm and substantiate findings

4. Evaluate job tasks and KSA statements to discern (and document) their job-relatedness

5. Generate test items and evaluate their job-relatedness, or select existing tests for their job-relatedness

6. Construct test instruments and assess their validity for purposes of selection/promotion decisions

Basic Task Statement Components

1) What is the action being performed? (using an action verb)

2) To Whom/What is the action directed? (the object, or receiver, of the action verb)

3) How is the action performed? (e.g., use of certain procedures, equipment, tools). The “how” is arguably the most crucial part of the task statement in that it directly relates to KSAs

4) Why is the action being performed? (the purpose of the action). Often, it is preceded by words such as “in order to” or “so as to.” Be careful not to confuse the “why’ part of the statement with the “what” section

Sample Task Statement

What? To What?Inspects (Visually or manually) parts, equipment, and systems such as valves, thermostats, filters,

motors, pumps, space heating equipment, boilers, generators, incinerators, burner systems, air How?handling units and piping systems by using calibration equipment, hand tools, multi-meters, and

temperature and pressure gauges following oral and/or written instructions (e.g., supervisor Why?directives, operator manuals) in order to comply with maintenance requirements and determine

the cause of malfunctions.

1) Performs mathematical, algebraic, and geometric computations, such as fractions to decimals, metric units to English, computing ratios and percentages, and calculation of area and volume by using rules, charts, formulas, calculators, and tables in order to maintain a variety of mechanical equipment.

2) Performs a variety of measurements such as motion, forces, temperature, and fluid properties using temperature thermostats, barometers, motion detectors, and pressure gauges in order to obtain a reading.

3) Lifts materials of varying weights and sizes such as pumps, blowers, piping, valves, and rotating and reciprocating equipment by the proper and safe use of hoists, pulleys and rigging accessories in order to set and maintain equipment and avoid personal injury and property damage. 4) Measures objects, shafts, and distances using non-precision and precision instruments

such as rulers, inside and outside calipers, micrometers, and dial indicators in order to check for clearances, tolerances, and discrepancies.

Sample Task Statements

A) Ability to perform mathematical operations, using a calculator, to compute conversions, ratios, and percentages.

B) Ability to select and use a variety of precision and non-precision measuring instruments.

C) Ability to troubleshoot equipment by using an analytical, step-by-step process, standard procedures, and troubleshooting guides.

D) Knowledge of mechanical principles, terminology, and equipment

E) Ability to read, comprehend, and follow complex written instructions and procedures.

F) Ability to transport equipment and supplies weighing up to 100 pounds either manually or with the use of equipment (e.g., hoists, hand trucks) for a distance of 30 feet.

Sample KSA Statements

Task Rating Form A B C D E

Frequency of use

5 = almost all of the time4 = frequently3 = occasionally2 = seldom1 = not performed at all

Importance of performing successfully

5 = extremely important4 = very important3 = moderately important2 = slightly important1 = of no importance

Importance for new hire


Distinguishes between superior & ad performance

5 = a great deal4 = considerably3 = moderately2 = slightly1 = not at all

Damage if error occurs

5 = extreme damage4 = considerable damage3 = moderate damage2 = very little damage1 = virtually no damage

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Importance for acceptable job performance


Importance for new hire


Distinguishes between superior & adequate performance

5 = a great deal4 = considerably3 = moderately2 = slightly1 = not at all

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KSA Rating Form

TASK -- KSA MATRIX

To what extent is each KSA needed when performing each job task?

5 = Extremely necessary, the job task cannot be performed without the KSA4 = Very necessary, the KSA is very helpful when performing the job task3 = Moderately necessary, the KSA is moderately helpful when performing the job task2 = Slightly necessary, the KSA is slightly helpful when performing the job task1 = Not necessary, the KSA is not used when performing the job task

KSA A B C D E F G H I J K L M N O P Q R

Job Tasks

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1) A job analysis must be performed on the exact job which the selection/promotion

device is to be used

2) The analysis must be reduced to a written form (e.g., a job description)

3) The job analyst must be able to describe the procedures used to collect information

4) Data must be collected from several up-to-date sources

5) Data must be collected by a qualified job analyst

6) Data must be collected from a large enough sample of individual for the job in

question

7) Tasks, duties, and activities must be identified and the relative degree of competency required must be specified

8) KSAs are mentioned most frequently as the type of information to be identified

through a job analysis

9) Task specification is seen as a prerequisite to an acceptable job analysis

A Legally Defensibly Job Analysis

Kirkland v. Department of Correctional Services (1974)

"Without such an analysis (job analysis) to single out the critical knowledge, skills and abilities required by the job, their importance relative importance to each other, and the level of proficiency demanded as to each attribute, a test constructor is aiming in the dark and can only hope to achieve job relatedness by blind luck”A) The KSAs tested for must be critical to successful job

performance

B) Portions of the exam should be accurately weighted to reflect the relative importance to the job of the attributes for which they test

c) The level of difficulty of the exam material should match the level of difficulty of the job

Checklist Used to Match Selectors with Job Requirements

Job Requirements

1. Ability to performcalculations and understandCharts, formulas and tables.

2. Ability to read prints and drawings

3. Ability to troubleshoot mechanical equipment.

4. Knowledge and use of safe practices when handling Materials and tools.

5. Ability to use & care for hand and power tools to maintain mechanical Equipment.

6. Knowledge of basic principles of hydraulic,pneumatic, and compressedair systems.

Previous work experience inhazardous work environments

Relevant experience and training in mechanical maintenance.

Application Form

H.R.Employment Interview

Paper andPencil Test

TechnicalInterview

WorkSamples Test

Reference Checks

MedicalExam &Drug Test

Selection Method

Prerequisites

Competency Modeling[What is a competency?]

SME group in Schippman et

al (2000)

Recent definitions in the literature

Traditional job analysis versus competency modeling

• Overall, job analysis is more rigorous on a multitude of criteria (e.g., type of content, detail, data collection methods, ranking/prioritizing content)

• Competency modeling was judged to be superior on “linking research results to business goals”

>>> So, competency modeling may not be an adequate substitute for job analysis

Documents

JOB ANALYSIS