Entire JA Book

Scales applied to worker characteristic requirements.

A selection specialist may wish to know which among a large number of job-related abilities are the most important. scales measure whether particular abilities or skills can distinguish between superior and average workers, and scales determine what abilities are most important.

What scores are provided by PAQ

Computer scored and lists subdivision scores and overall scores for the major PAQ divisions. Prints estimates of aptitude test scores, job evaluation points for setting salaries, and whether the job is covered by the Fair Labor Standards Act

Uses for Job Analysis

Job Descriptions, Job Classifications, job evaluation, Job, team and system design, human resource requirements and specifications, Performance appraisal and management, training, worker mobility, workforce planning, efficiency, legal and quasi-legal requirements

OFCCP

Office of Federal Contract Compliance Programs is a government agency in the Department of Labor that reviews the affirmative action programs of government contractors and monitors their compliance.

Short definition of job analysis

Process of discovering the nature of job.

Demographic data in survey

common to ask for background information about the respondents as part of the survey. include experience in the job, location of the job (e.g., geographical region, parent organization), age, sex, etc

PPRF

worker. Personality-Related Position Requirements Form. Until the 90s no formal tools to assess the personality requirements of jobs. This assesses the personality requirements of jobs relative to the Big Five dimensions.

Representativeness

workers and supervisors from various locations where inclusion of workers whose assignments are substantially different or unique within the job category and people from diverse backgrounds.

Team attributes and what is needed to function

(1) multiple people, (2) interdependent work, and (3) a shared goal. Functions are things that teams need to do to reach their goals. For example, teams have to maintain team member motivation.

Essential features of job analysis

1- Systematic procedure. 2- Break job into smaller units (duties, tasks, activities, elements). 3 - JA results in written product, either paper or electronic. JA can result in number of different products, such as full report, brief JD, list of tasks, or job specification.

Building blocks to job analysis

1. Kinds of job data collected. 2 Methods of gathering data. 3 Sources of job analysis data. 4. Units of analysis—what gets analyzed, including the level of detail.

DOT and O*net

1939, group analyzed about 54,000 jobs. Information used to classify jobs into occupations and provide summaries of each job. Results were thousands of occupations in first Dictionary of Occupational Titles. The final edition includes descriptions of occupations and worker characteristics believed necessary for success in each occupation but difficult to maintain. DOL stopped updating ( last update in 1991) and O*NET as replacement. DOT available on websites because elements still used by the Social Security Administration and Office of Administrative Law.

Industry standard data

A closely related system to predetermined time systems uses standard time data from prior analyses of similar tasks, typically within an industry. For example, a woodworking machine shop has many machines used to shape and cut wood.

Representational skills

A mental representation of some device, process, or system.

Job design

Attempts to alter jobs to better suit people.

Comparison of the DOL FJA and Fine's FJA

Both systems useful to understand, document, and communicate the behavioral content of a job. Fine's contains elements lacking in DOL. Orientation refers to the percentage of task. E.g., explaining to client why the client should dress appropriately, orientations might be 35% data, 60% people, and 5% things

Job

Collection of related positions similar enough in terms of work performed or goals that they serve so everybody in organization agrees to call by same title.

Duty

Collection of tasks directed at general goals. Thorough JA might produce 5 to 12 duties.

Tasks

Collections of activities directed toward achievement of job objectives. JA produces 30 to 100 tasks, clear beginning, middle, and end. starts with action verb and linked directly to goals. Can be used Employee selection when comprehensive picture of the job exists

hybrid methods

Combination job analysis method. Multimethod Job Design Questionnaire. Work Design Questionnaire. Occupational Information Network.

Steps of JEM

Conducted by job analyst and team of six SMEs, who are usually incumbents and supervisors. Gather elements from SMEs and rate four scales: Barely Acceptable (B). Superior (S). Trouble Likely If Not Considered (T). Practical (P). Derive scale values from the expert ratings. Share ratings with experts: Total Value (TV). Item Index (IT). Training Value (TR). Use results in your application (e.g., developing tests).

CIT

Critical Incidence Technique - work-oriented. developed by USAF in WII. Flanagan (1954) used outside the military. Requires SMEs to recall instances of behavior that represent outstanding or unacceptable performance. Required 3 pieces of information: A statement of context. Employee behavior and consequences of behavior.

Challenge with collecting JA data on personality characteristics

Descriptors tend to be socially desirable, positive attributes or virtues everyone should possess. Difficult to not rate as being very important for any job, which limits usefulness because there is little differentiation across jobs.

Units of Analysis

Duties, tasks, activities, elemental motions, job dimensions, worker characteristic requirements, Scales applied to units of work. Scales applied to worker characteristic requirements. Competencies. Qualitative versus quantitative analysis.

Reliability of tasks vs ksaos

Easy to achieve reliable evaluations of perceptions or concrete objects, and difficult to achieve reliable evaluations of concepts/abstract objects. Harder to get reliable evaluations of KSAOs than tasks.

Worker Characteristics for onet

Enduring personal characteristics needed for successful job performance. Divided into four categories: abilities, occupational interests, work values, and work styles.

Should SMEs be asked about their own performance for critical incidents techniques?

First, SMEs should not be asked about their own performance because they tend to recall effective incidents more readily than ineffective incidents.

Problems with JEM

First,emphasis on observable behaviors might lead to ignoring efficient, valid tests that could enhance the effectiveness of employee selection. 2nd no solid evidence to show that the complex rating formulas are always necessary. 3rd a heavy reliance on SME input from start to finish can lead to screening tools that can get you into some legal hot water.

Sources for work methods on JA

For information on other methods we cannot cover here due to space limitations, excellent sources are the original Job Analysis Handbook, edited by Gael (1988a) and the more recent Handbook of Work Analysis, edited by Wilson, Bennett, Gibson, and Alliger (2012).

FJA

Functional Job Analysis, Work-Oriented. Describes content of jobs in terms of people (but also animals when they are treated as part of work: vet considered involved with people), data (abstractions or symbols), and things (real objects, such as sacks of cement or computers). Arranged in hierarchy from simple to critical. What gets done vs what the worker does

MJDQ

Hybrid- Multimethod Job Design Questionnaire gathers information used for job design and trade-offs, based on design principles in four approaches: motivational, mechanistic, biological, and perceptual/motor. Reliable data given trained job analysts or a reasonable number of incumbents (a minimum of 10) and predicts outcomes and data associated with jobs' ability requirements and compensation. Criticisms is the factor structure.

C-JAM

Hybrid. Levine 83. Combination job analysis method borrows from task methods (e.g., fJA and TI/CODAP) and borrows human attributes from JEM. Used for selection and training. Facilitator guides 5 to 7 incumbents and 2 supervisors to develop tasks and ksa. representative of the jobholders (age, race, sex, experience). Task Generation Meeting, Task Rating Meeting, & 2-part KSAO Group Meeting

Conclusions About O*NET.

Hybrid. Many strengths, ongoing development, evaluating and improving, and available tool. Can be downloaded by anyone. To collect data not listed, surveys can be administered. Content model is excellent. Two limitations. Expensive and difficult in collecting and updating data. Fed gov support essential to remain. Second, need independent, peer-reviewed research

Can Elemental Statements be good task statements

In general, statements that refer to specific movements are too elemental to serve as good task statements.

According to the Uniform Guidelines on Employee Selection Procedures, what is needed to validate tests by a content validity strategy

Items that are representative of important aspects of job performance. The tasks and their importance ratings fulfill this requirement. Work sample tests may be designed directly from all, or a sample, of those tasks that are rated important in a job.

Types of worker job analysis

JEM, PAQ, and 3 focus on abilities (TTAS, ARS, ORP), and JCI, CTA, PPRF.

JEM

Job elements method, Ernest Primoff in US Civil Service Commission (50s),earliest worker approaches. Does not deny KSAOs rather than talking about basic aspects of tasks, JEM refers to broader and narrower collections of behaviors. Similar to work-oriented and focuses on behaviors and results of behaviors rather than abstract characteristics. Elements named through terms commonly used in workplace rather than terms used by psychologists. E.g., "behavior of acting in a dependable fashion, evidenced by punctuality, and record of doing exactly what is required, is element termed Reliability"

Worker characteristic requirements

Ksao . Some methods of job analysis have predetermined listings of characteristic requirements.

Job dimensions

Main competence area or personality trait. different from duties because focus on the workers' sensory and mental processes and workers' modes of response. Examples of job dimensions are "Organization of work," "Planning," and "Decision-making."

Micromotion analysis

Micromotion analysis, starts with one of the steps and breaks it into elemental motions.

Recent mq development articles

More recent takes on job analysis for MQ development can be found in papers by Buster, Roth, and Bobko (2005) and Wooten and Prien (2007).

Workforce characteristics for onet

Not incorporated directly, rather, provides links to other databases that contain the information. Descriptors under this category include labor market information (which includes wages) and occupational outlook.

Methods for data collections

Observing, interview, questionnaires, diaries- doing the work, etc.

What questions do WPSS inventories ask?

One or more of the following questions: How important or significant is each task? How much time do you spend on each task? How frequently do you perform each task? How difficult is it to perform each task?

Kinds of Job Data Collected: Descriptors

Organizational philosophy or structure. 2 Licensing and government-mandates.3. Responsibilities .4. Prof. standards. 5. Job context. 6. Products/services.7. Machines, tools, equipment, work aids, and checklists.8. Work performance indicators. include the length of time to complete task, standards of performance required. 9. Personal job demands. Eg physical demands. 10. Elemental motions. 11. Worker activities. focuses on the worker's mind, senses, and situational demands.12. Work activities 13. Worker characteristic requirements: KSAO 14. Future changes.15. Critical incidents.

Worker Requirements for Onet

Personal attributes developed through experience and helpful in performing tasks. E.g., Reading is a useful skill in many tasks and developed through different experiences. Set of descriptors has 4 categories: Basic skills, cross-functional skills, knowledge, and education.

O*NET worth

Proven its worth for many different uses in the 20 years since its deployment. Not a perfect system, but on balance it appears to be worthy successor and has become institutionalized in the academic and practitioner domains.

Position

Set of duties, tasks, activities, and elements able to be performed by single worker.

Competencies

Similar to worker characteristic requirements, competencies describe attributes that are desirable from the perspective of the organization's goals. Typically, the list of competencies is common for groups of jobs, but the ways in which the competencies manifest in behavior will differ.

Scales applied to units of work.

Some job analysts may not be content to list all the tasks or duties or activities or dimensions of a job. Rather, they go further and apply a number of scales to the activities, tasks, or duties they choose.

Minimum qualifications

Statements of education and experience needed to qualify for a job. Quality or accomplishment that makes someone suitable for a job.

What is a task inventory and what is the role of the Job analyst

Survey that is presented to incumbents and supervisors to provide the data for the job analysis. The job analyst has three primary roles: designing the survey questionnaire, administering it to a sample of employees, and analyzing the results.

CODAP

The comprehensive data analysis program --TI, Work Oriented. Computerized system for collecting and analyzing task inventory data, developed by Air Force

Sources of job analysis data

The job analyst. The jobholder's immediate supervisor. A high-level executive or manager. The jobholder. A technical expert, such as a chemist or college professor. An organizational training specialist. Clients or customers. Other organizational units. Written documents (e.g., records, equipment specifications). Previous job analyses.

Time-and-motion study

The primary goal is to improve effectiveness or efficiency of job performance, although it has also been used for other purposes, including the design of training programs and inferring the human abilities necessary for completing tasks. It is most often used in manufacturing and construction industries.

Occupation-Specific Information for onet

The work of the occupation. Includes data on occupation-specific tasks, there are generally very few tasks listed for each occupation (typically about 10).

Summary of C-JAM

Two major sets of descriptors: tasks and KSAOs. Info gathered using SME groups of job incumbents and direct supervisors. Focus on the job as a whole and provide ratings tasks and KSAOs. Ratings on the scales used to develop selection methods or training programs.

Factor analysis

Used to group variables into groups of variables that go together.

Job Performance context

Value to the organization that results from the incumbent's performance over period of time on specific tasks.

Experience Requirements For onet

Vocational training, work experience, and licensure.

Accepted method for validating MQs

We found that there was really no accepted method for developing and validating MQs,

Task inventory

Work Oriented, lists of all work activities performed to complete one or more jobs; activity is commonly referred to as task. First use in1919, used to develop training for skilled trades but not widely used until 1950s. Form of TI most commonly used is attributable to Air Force. USAF interested in quantitative description of work for large and small samples, applied directly to incumbents rather than job analysts, and processed electronically. Result is general TI approach.

WPSS

Work performance survey system- work oriented, a task inventory approach used in industry that descended directly from CODAP and the USAF. developed during the 1970s by AT&T) and documented by Gael (1983). The WPSS is similar to CODAP.

PAQ

Worker Oriented. Position Analysis Questionnaire, 1960s by McCormick. 6 rating scales by analyst or incumbents. Behaviorist formula S-O-R, organism (O) receives a stimulus (S) and responds (R). Environment and social setting play a role in job performance. Analyzes group of related positions that are similar enough to be called a job & given single title.

ARS

Worker. Ability requirements scales by Ed Fleishman. Evaluates the degree each of the generic human abilities is required by the job. Because each ability is linked to one or more tests, results may be used for selection.

CTA

Worker. Cognitive task analysis. recently developed method described (applications in 90s). "broad set of tools, techniques and approaches for eliciting & analyzing the knowledge and cognitive processes involved in task performance. Provides information about mental processes often omitted from work, trait, and worker-methods.

TTAS

Worker. The Threshold Traits Analysis System. developed in 1970 by Felix Lopez to provide a theoretically coherent, trait-oriented, multipurpose, and legally defensible method of job analysis (Lopez, 1988).

Motion studies

a collection of techniques that are used to examine how the work is completed with an eye toward improving effectiveness or efficiency. the main effort goes into discovering the sequence of steps (often body motions) used in completing a task.

Gaels 1983 definition of a task. In task inventory section

a discrete organized unit of work, with a definite beginning and end, performed by an individual to accomplish the goals of a job" (p. 9).

self-knowledge

about what you do and do not know, and what you can and cannot do.

Generative knowledge

allows you to figure out what to do in a new problem situation. when you arrive to an airport you have never seen before. will help you locate your baggage and transportation to your final destination.

Research on onet

articles detail career guidance, career preparedness, employee selection, occupational risks and disease, adult literacy requirements, and occupational classification. Applied to broad occupational domains (e.g., auditing and accounting work) or other cultural contexts. Applied in other ways, illustrates its diverse usage. Highly useful, data source, and set of measurement tools for research.

What questions do task inventories ask?

ask incumbents whether they do, the degree of involvement, the time spent, or the importance of the task. Others are consequence of error, difficulty to learn the task, the ability of others to cover for the incumbent on the task, and satisfaction with the task.

Why is JEM satisfying to behavioralists

behaviorists avoided talking about mental states and instead focused on observable behavior. Thus, the focus on work behavior as a worker-oriented approach is very satisfying. In more recent years, psychology has become focused on cognitive processes and states, turning away from the behaviorists' denial of the usefulness of mental states.

Time study & work sampling

directed mainly toward discovering the time taken to complete a given task or the time allocated to different tasks that constitute a job. And, method of gathering observations about one or more workers over time.

Research on the CIT

doesn't matter if incidents are collected in groups or individual and minor changes in the wording of instruction to produce critical incidents have little effect. On the other hand, the source of information (e.g., incumbent, supervisor, or client) does appear to matter in terms of the kind of incidents written. Different sources attend to different aspects of performance.

Qualitative versus quantitative analysis.

extent to which job analyst relies on narrative descriptions rather than statistical analysis of numbers derived from scales. As job analysis becomes increasingly scientific the more reliance on numbers. qualitative descriptions still in such documents as job descriptions.

declarative knowledge

factual knowledge, often of the type that can be spoken or declared. knowledge of what. For example, the name of the current president of the United States.

Reliability of task inventories

frequency and importance were more reliably than scales of difficulty and time spent. With small samples of incumbents, it is neither economical nor advisable to develop and administer the task inventory.

Activity

groups of elements directed at fulfilling work requirement. Might expect to find more than a hundred activities in a typical job and several hundred activities in more complex jobs.

WDQ

hybrid- Work Design Questionnaire identifies a large number of work design factors. a 21-factor questionnaire, grouped into task and knowledge characteristics, social characteristics, and work context (e.g., physical demands, working conditions).

Other personal characteristics

job-relevant interests, preferences, temperament, and personality characteristics that indicate how well an employee is likely to perform on a routine, day-to-day basis or how an employee is likely to adjust to a job's working conditions.

Procedural knowledge

knowledge of how. implies steps, techniques, or procedures in general. For example, you probably know how to drive a car and how to ride a bicycle.

DOL Purpose

matching people to jobs throughout the U.S. economy. two types of information would be necessary to match people and jobs: (1) a description of the work and (2) the worker qualifications necessary to successfully accomplish the job so that applicants could prepare for and apply for jobs.

Automated skills

mental processes that are fast and effortless.driving a car

Work vs worker JA

more accurate to think about work and worker orientations as matters of emphasis or degree rather than all or none.

Personality from a job applicant

not Os because Os involve things like personality and you can't determine personality from a job application

The big 5

personality characteristics into five overarching dimensions. mnemonic device OCEAN: Openness), Conscientiousness), Extraversion), Agreeableness), and Neuroticism

Demographic information affecting task ratings

ratings are not markedly affected by incumbent demographics such as age or Incumbent job performance and tenure appear. Education and job level have been shown to affect ratings and The source of job information (incumbent vs. supervisor) affect ratings. Given these findings, we generally recommend that large, representative samples of informants be used to make ratings of tasks.

Assessing task importance

reduce liability under U.S. law, some indication of task importance is necessary. How to measure task importance is controversial. A composite of criticality and difficulty to learn is the most appropriate for assessing task importance because it produces most reliable ratings and requires only two items. On the other hand, overall judgments of importance were reliable as composite measures, suggesting that a single rating of importance is sufficient.

Total Value (TV) scale in JEM & Item index (IT) in JEM

refers to the value of the element in "differentiating abilities of applicants for a job." refers to the extent to which a subelement is important in the content of a test.

Ability

relatively enduring capacity to acquire skills or knowledge and carry out tasks at an acceptable level of proficiency. Tools, equipment, and machinery not major elements.

Time-and-motion study criticisms

ridiculed for excessive emphasis on efficiency. U.S. industry oriented around providing services rather than manufacturing products, these methods are less relevant today but these techniques still form the foundation of modern production systems, including the ubiquitous Toyota Production System

Element

smallest unit of work with a beginning, middle, and end. Job analysts concerned about the most efficient ways to do physical work will summarize their data in this form

Uses for PAQ

standardized approach to identifying the person requirements of jobs, thus eliminating the need for costly test validation studies for each job). The second, to help organizations with job evaluation—determining the worth of a job to an employer for compensation.

Skill

the developed or trained capacity to perform tasks that call for the use of tools, equipment, or machinery.

Knowledge

the existence in memory of a retrievable set of technical facts, concepts, language, and procedures directly relevant to job performance.

why is Job Analysis used

used to describe jobs and worker qualities so interested parties can determine whether employment practices improve productivity and do not unlawfully discriminate.

JCI

worker. Job components inventory. developed in Britain to describe a wide range of entry-level jobs. useful in vocational guidance and training so that young people could understand what the jobs actually were and how to prepare for them.

ORP

worker. Occupational reinforcer pattern. individuals differ in profiles of needs. For example, some people need more recognition than others do. Meant for vocational guidance