job analysis (lecture 2) - SPC 104: Organisational...

Info iconThis preview shows page 1. Sign up to view the full content.

View Full Document Right Arrow Icon
This is the end of the preview. Sign up to access the rest of the document.

Unformatted text preview: SPC 104: Organisational Psychology Department of Psychology School of Health and Natural Sciences Sunway University College Year 1 Semester 3 th 18 August – 29th November 2008 Lecture 2: Job Analysis Job Analysis What is a Job Analysis? • A formal procedure by which the content of a job is defined in terms of tasks performed and human qualifications needed to perform a job. (Muchinsky, 2006) • A systematic study of: – Tasks – Duties – Responsibilities of a job – Qualities needed to perform a job How to conduct a Job Analysis? • Observation – Caution Hawthorne effect • Participation • Existing Data • Interviews • Surveys • Job Diaries Who Will Conduct the Job Analysis? • HR Department • Supervisors • Employees • Consultants • Interns/class projects Which Employees Should Participate? • Small company: All employees • Large company: – Interview as many incumbents until you hear nothing new – Subject Matter Experts (SMEs) • Potential Differences – Job competency levels – Race 1 – – – Gender Education level Viewpoint on the job What type of information should be gathered? • Types of requirements – Formal duties – Informal duties Conducting a Job Analysis, Basic Steps • Step 1: Identify tasks performed • Step 2: Write task statements • Step 3: Rate task statements • Step 4: Determine essential KSAOs • Step 5: Select tests to tap KSAOs Job Description Job Description Sections 1. Job Title 2. Brief summary 3. Work activities 4. Tools and equipment used 5. Work context 6. Work performance 7. Compensation information 8. Job Competencies Job Title • Describes the nature of the job • Affects perceptions of job worth and status – Job evaluation results – Employees feelings of personal worth • Affects clarity of resumes Brief Summary • Useful for recruitment advertising • Should be written in an easy to understand style • Jargon and abbreviations should not be used Work Activities • Organize by dimensions – Similar activities – Similar KSAOs 2 Work Context • Environment • Work schedule • Ergonomic information – Physical and Psychological Stress – Indoors v. outdoors – Lighting/heat/noise/physical space – Clean v. dirty environment – Standing/sitting/bending/lifting Work Performance • Describes how performance is evaluated • This section might include – Standards used – Frequency of evaluation – Evaluation dimensions – The person doing the evaluating Compensation Information • Job evaluation dimensions • Pay grade • Job group Job Competencies • Minimum KSAOs and other characteristics needed to be successful on the job • Competencies should be separated – Those needed before hire – Those that can be learned after hire 3 ...
View Full Document

Ask a homework question - tutors are online