"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