Job Analysis

Definition
- process used to gather
information about a job in order
to determine the duties and
nature of that job as well as the
appropriate KSAs related to the
job.
General Types

Task
Oriented
Person
Oriented
Outcomes

 Job description

 Job specification
 Uses
 Staffing activities
 Wage and salary determination
 Performance Appraisal decisions
 Training
 To develop – predictors and criteria
 Why interest?
 Jobs not static
 Uniform Guidelines Require
 Determine job requirements to
establish validity
 Defend against suits (e.g. EEO)
Role of Job Analysis in Human Resource Selection

Job Analysis Method

Systematic Process for
Collecting Information on the
Work-Related Aspects of a Job

Produces Employee Specifications Predictors

Translated Into Translated Into

Work-Related Information Human Attributes Selection Instruments
Job Tasks, Duties, Work Knowledge, Skills, Abilities and Tests, Employment Interviews,
Behaviors, Critical Incidents, etc. Other-Employee Characteristics Application Blanks, etc.

Inferential Leap Inferential Leap

(1) (2)

Criteria Valid?

Translated Into
Employee Performance Measures
Performance Appraisals,
Productivity Assessments, etc.
Inferential Leap Inferential Leap
(3) (4)
Who performs job
analysis?
What jobs should be
analyzed?
 Specific types of Job
Analysis

A. Interview
• Group or individual
• Structured or unstructured
• Lacks standardization
• $$$$
• Distortion and exaggeration
• Most widely used
 Specific Types of Job
Analysis

B. Observation
• Mainly for physical activity (not mgr.)

C. Diary logs
• Keep track of critical incidents
 Specific Types of Job
Analysis

D. Questionnaire
• Prefabricated or tailored
• Easily quantifiable
• Lengthy?
1. The PAQ
 Which method to use?
 Refined and tested?
 Readily acceptable?
 Occupational versatility?
 Standardization?
 User/respondent acceptability?
 Training requirements?
 Which method to use?
 Sample size needed?
 Suitable for validation?
 Reliability?
 Utility in developing selection tools?

 Cost?
 Sources of Error
 Inadequate sampling
 Response set
 Analyst inexperience
 Job environment changes