428JobAnalysis

428JobAnalysis - Meet with representative sample of...

Info iconThis preview shows pages 1–6. Sign up to view the full content.

View Full Document Right Arrow Icon
What is a Job Analysis? A systematic procedure for collecting information on the job duties and tasks, as well as the knowledge, skill, ability, and other worker requirements.
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
What is Job Analysis Information Used For? Selection Training Performance Appraisal Job Evaluation Career Planning Work Redesign Other
Background image of page 2
Key Distinctions in Job Analysis Job-oriented versus worker-oriented Job descriptions versus worker specifications Conventional (written) versus structured (questionnaire) job analysis Task - duty- position - job - occupation Single purpose versus multiple purpose job analysis
Background image of page 3

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Job Analysis Approaches Observations **Very Important Interviews/group meetings Questionnaires Critical incidents Work samples Diaries
Background image of page 4
One Easy Method of Job Analysis Read existing job documentation (e.g., descriptions, performance appraisals, training material, etc.) and observe job if possible.
Background image of page 5

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Background image of page 6
This is the end of the preview. Sign up to access the rest of the document.

Unformatted text preview: Meet with representative sample of incumbents (and supervisors). Discuss job in general terms, and write an objectives/mission statement for the job. List job duties, then tasks. Use group facilitation as needed. List KSAOs. Use duties and tasks to stimulate initial list, then review taxonomies of KSAOs to be exhaustive. One Easy Method of Job Analysis List important contextual factors (e.g., working conditions, tools/machines, consequences of poor performance, climate/culture, rewards/stressors, special demands, etc.). Develop a survey to rate tasks and KSAOs on importance, time spent, needed at entry, etc. Survey all (or large representative sample) of incumbents and supervisors. Link duties/tasks with KSAOs. Summarize data. Evaluate reliability/quality, and determine most important tasks/KSAOs. Document in a report....
View Full Document

Page1 / 6

428JobAnalysis - Meet with representative sample of...

This preview shows document pages 1 - 6. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online