IO

↳ Industrial -

competencies needed to perform a job ·

↳ Organizational-org structure , culture that motivates employees

↳ Personnel Psych analyzing jobs recruitment etc
-

, ,

TOB ANALYSIS

1) 5b Description 2-5
page summary
-

.)
2 Employee Selection -

identify requirements
3 .
) Training- crate training programs
2 )
.

Person power Planning

-

Promotion

Peter Principle Promoting employees to highest level of incompetencies

-

5) Performance Appraisal -

Evaluation must be job related

6) 5b Classification -
determine pay transfer , promotion
,

2
) Job
)

Evaluation -

worth

5) Job Design
-

job should be performed

a)
compliance al Legal guidelines
-

Gort & cases mandate job analysis ("great defference")

- uniform guidelines on selection

10 ). Organizational Analyis

Job Description
↳
CJBWT5w(5)
1) Yob title

2) . Brief Summary - 1 paragraph ,

describe s purpose of the job
3 ) Work Activities
.

4) . Tools and Equipments Used

5) Job Context -

work environment

6) Work Performance work standard evaluation

-

7) Compensation Information -

Salais grade (actual salary should not be included)

Job
8
.

) Competencies -

KSAOS
 RSAOS

-
KSANs & Living KSAOS after hird

(e-selection) (training)

PREPARING for a JOB ANALYSIS

↳ WHO ?: Trained indiv

,
college interns ,
job incumbents

HAW often Job Description be updated ?

if
changes significantly
-

-
Reason :
Job Crafting (informal change by employees)

↳ WHICH employee should Participate?

-

fe w people in each
job
-

committee-based job analysis (group of subject matter)

-field-based job analysis (job analyst / indiv .

)
↳ WHAT Infos should be obtained ?

level of specificity (jobs analysis level)

Foual Requirements or Informal Requirements

CONDUCTING OB ANALYSIS

Step 1
:

Identify Tasks Performed

↳ Gather existing infos

↳ Interviewing SME

Ammerman Technique (have panels list specific behaviors for the job , have panel identify the critical behavior ,

tank-order (

↳ Observing Incumbents

↳ Job Participation
STEP 2 : Write Task Statements

↳ will be used in task inventories

↳ contains action and object

↳ characteristics :

1 )
.
One action should be done to one object

2) .
Written at a level that can be read & understood

3 )
.
written same fense

4) include firls & equipments

5) not competencies

6) not a
policy
7 ) should
.
make sense by itself

8) level o
authority be indicated

Step 3 Rate Task Statements

:

↳ Task Analysis (SMEs rate each tasks)

Step 4 Determine Essential RSAOS

:

↳ knowledge body info needed to perform task

:

of a

* Skill :
proficiency too perform a learned task

↳ Ability
:

basic capacity for performing a wide range of different tasks

↳ other Characteristics : personal ,
tangible factors
↳
Competency modeling

Step 5 :
Selecting tests to Tap KSAOS
↳ Interviews , work samples , tests ,
birdata, etc .
 USING OMER JOB ANALYSIS MEMODS -

Methods Providing Gen thfo about Worker Activities

Position Analysis Questionnaire (PAR)
↳ 194 items

↳ developed & Produce University

↳ into input ,
mental
process , work output ,
relationship , job context

Job Structure Profile (JSP)

Is serised of PAQ by Patrick and Moore

↳ item content & style

Job Element Inventery (JE))

↳ Cornelius and Hakel

↳ 153 items for 10th grade educ

Fructional Job Analysis (F5A)

↳ Fine

↳ could be used by federal gov't to analyzed compare thousands of jobs ·

data
↳ , people ,
things

Methods Tools & Equipments

Job Component Inventory (JC1)

↳ more than 400 questions

Methods Work Environment

AET

↳
ergonomic job analysis procedure
↳ Rohmert and Landau
↳ 216 items
Methods Competencies
Occupational Information network (O *NET)

↳ national job analysis system by gor't to replace Dictionary of Occupational Titles (DOT)
↳ economic
,
organizational , ocupational , individual
 Resolving Complaints
Grievance System -

complaints to internal committee

Mediation -

w) neutral 3rd
Party
to
reach agreement
Arbitration -

al neutral 3rd Party to make the decision

1) Binding -

neither can appeal

the court
2) Non-binding -

either accept/take to

LEEC) Equal Employment Opportunity Commission

protected class -

protective legislation
Age Discrimination in Employment Act (ADEA)- Over 40
Vietnam Veteran Status

Bona fide occupational qualification (BFOX) -

prede uge job to specific gender (ex : sperm donor

Four-fifth %0 o the
tile
applicant hired in disadvantaged group
-

Harassment
Pir Quo-granting of sexual faros to supervisor for & others
Guid
promotions
↳

Hostile Environment unwanted

⑱ -

pattern of conduct in the workplace

org can avoid
liability by showing that
they made the actions
-

to
prevent the incident.

Affirmative Action Strategies

1) Monitoring Hiring & Promotion Statistics
2) .

Intentional Recruitment of
Minority Applicants
3) Identification [ Removal
21) Preferential
Hiring
 EMPLOYEE SELECMON
Job Analysis
methods used to select
-

employees
Recruitment
-

Internal & External

Media Ads
1) Newspaped Ads
*
Calling . Apply-in person ,
Send-resume ads
,
Blind Box
2)
.
Electionic Media -

I, radio

5) Situation Wanted Media placed/posted by applicant

-

Point-of-Purchase Job estaurant

4 7
vacancy ,
window
placemats
-
.

Employment Agencies ! Search Firms

1) Employment Agencies
2) Executive Search Him hunters"
"head
high-paying jobs
-

blue
3) . Public Employment Agencies -

collar
positions

Internet

1) Employer -

Based Websites -

org list job openings

list thousands of jobs
2) Internet
rewriting sites -

Realistic Job Previews

-
honest assessment of the job