The domain is for sale!
contact: craig AT

IO Psychology Job Analysis

Updated 2007-02-08 07:33

I/O Psychology – Job Analysis

Job Analysisformal procedure for defining job in terms of what the consists of and human attributes required to perform job
Subject Matter Experts, SME’sincumbents (do the job now), supervisors (oversee those that do job, know how job should be done)
Taskthe basic unit of work that are directed toward a specific job objective
Dutygrouping of related tasks that require similar attributes
Critical Incidentsstories about performing job at various levels; situation, behavior, and outcome
Positionset of tasks/duties performed by a single individual
Jobgrouping of similar positions
Job Familygrouping of similar jobs
KSAO’sknowledge, abilities, skills, and other
Knowledgespecific types of information people need to perform the job
Abilitiesmental and physical attributes needed to perform tasks, stable over time, Cognitive, physical, psychomotor, and sensory
Skillsproficiencies needed to perform tasks, can improve with practice, ability + technique
Otherall other personality attributes, capacities, values, interests, requirements
Competenciescharacteristics and qualities of people that an organization wants an employee to manifest
Job Descriptiona written statement of what job incumbents actually do, how they do it, and why they do it
Job Specificationsa listing of the KASO’s and competencies deemed necessary to perform a job successfully
Job Evaluationa procedure for determining the relative value of jobs in an organization that, in turn, helps determine the level of compensation
Purpose of Job Descriptionperformance appraisal, job design, and training
Purpose of Job Specificationsselection, placement, and training
Purpose of Job Evaluationcompensation determination
Good SME Traitsgood verbal ability, good memory, and cooperative
Performing the Jobexperience first hand, unique insight, observe context, details
Observationsverify info, context, comparison can’t always ask questions
Questionnairesquantitative data, standardization, large sample, comparison, inexpensive, potential SME overload, exaggeration
Job Oriented Proceduresa procedure designed to learn about what job consists of and other characteristics about that job
Task Statementsaction verb, object of action verb, and outcome/consequence
Task Ratingfrequency, importance, and day one need; identifies essential tasks
Person Oriented Proceduresused to understand a job by examining the human attributes (KSAO’s) needed to perform it successfully
KSAO Ratingimportance, day one need, used for training and selection
Linkage Analysisunites job content and attributes, what KSAO’s are sued in different aspects of job
Competency Modelinggeneralize across jobs within an organization by linkage analysis in group meetings
Internal Equityfair compensation within an organization by job evaluation
External Equityfair compensation relative to other employers by wage survey
Compensable Factorsdimensions of work used to assess the relative value of a job determining compensation; skill, effort, responsibility, work conditions