Chapter 3 - Chapter 3 Job Analysis and Competency Models Meiorin Case Failed to establish linkage between test and firefighter performance and failed to

Chapter 3 - Chapter 3 Job Analysis and Competency Models...

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Chapter 3: Job Analysis and Competency Models • “Meiorin Case” -Failed to establish linkage between test and firefighter performance and failed to take into account physiological differences between men and women • KSAOs- knowledge, skills, abilities or other attributes What is Job Analysis? • A systematic process for gathering, documenting, and analyzing data aboutwork required for a job -Provides description of job and competencies people need to have in order to be successful in job 1)Does not refer to single methodology- range of techniques 2)A formal, structured process carried out under a set of guidelines established in advance 3)Breaks down job into constituent parts • Job description:a written description of what people in the job are required to do, how they are supposed to do it and rationale for any required job procedures • Job specification: states KSAOs required to perform job successfully Job Analysis and the Law• Bona fide occupational requirement (BFOR)-Procedure used to defend a discriminatory employment practice or policy that is job related and adopted in an honest and good-faith belief that it was necessary to ensure efficient and economical performance of job without endangering employees of general public
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• Employer must show it is impossible to accommodate individuals sharing characteristic on which discrimination is based without imposing undue hardship upon employer Work-and Worker Oriented Job Analysis • Work-oriented job analysis:emphasize work outcomes and descriptions of various tasks performed to accomplish those outcomes -Technological aspects of jobs and reflect what is achieved by worker-Frequency of occurrence/ amount of time spent on job duties -Importance to job outcome and difficulty in executing them -Results highly specific, may have no relationship to content of job• Worker-oriented job analysis: emphasize general aspects of jobs that describe perceptual, interpersonal, sensory, cognitive and physical activities -Characterize generalized human behaviors involved -Generic- can be applied to wide spectrum of task dissimilar jobs Gathering Job-Related Information • The National Occupational Classification (NOC) -Describes occupations in Canadian labor market based on extensive occupational research • The Occupational Information Network (ONET) -Electronic data base developed by the U.S. department of labour Job Analysis Methods • Job analysts- people who carry out the job analysis• Subject-matter experts (SMEs)- people who most knowledgeable about a job and how it is currently performed-Usually job incumbents (employees currently in job and their supervisors) • Interviews-Most common-Structured format produces better information 2
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-All interviewers should be asked the same job related questions-The more specific, the more reliable info is -Expensive and time consuming • Direct Observation -Analyst come into direct contact with job (first hand info) -Analyst presence may change behaviour of employees -
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  • Fall '14
  • Ms.HelenLee
  • Psychology, Functional group

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