University of Baltimore Division of Applied Behavioral Sciences

Job Analysis APPL 651.185

Fall 2012

Instructor:        Tom Mitchell, Ph.D.
Phone:             (410) 837-5348


            Class meets:     Thursdays 8:15 - 10:45 PM
            Classroom:       Learning Commons, Room AC 205
            Office:              Learning Commons, Room 209D
            Office Hours:   Mondays & Wednesdays 1-2PM; Wednesdays 4- 5 PM                           


Course Catalog Description:  

 Survey of job analysis methodology and issues, using experiential projects. Includes tools used in conducting a job analysis: data gathering techniques, legal and technical standards and the Occupational Information Network. Emphasis is on variation in approach dependent on subsequent application of the results. 

Course objectives:   

This course is intended to provide you with a hands-on approach to learn more about job analysis, and its purposes in human resource system such as selection, training, compensations, and performance appraisals.  

Learning Outcomes 

By taking this course, students will be able to (1) plan and conduct a basic job analysis, determining which types of data (KSAOs) are necessary for developing selection, performance appraisal, and compensation systems, (2) collect and analyze job analysis data to identify individual differences and position requirements that should be addressed in selection, performance appraisal, training, and compensation systems, (3) present the findings from data analysis, and (4) complete a report prepared for the organization.

Texts required:

Brannick, M. T., Levine, E. L., & Morgeson, F. P. (2007). Job and Work Analysis: Methods, research, and applications for human resources management. 2nd ed.,  Sage pub. ISBN13: 978-1-4129-3746-7  See: Brannick et al:


Sackett, Paul R. Laczo, Roxanne M. ; In: Handbook of psychology: Industrial and organizational psychology, Vol. 12. Borman, Walter C. (Ed.); Ilgen, Daniel R. (Ed.); Klimoski, Richard J. (Ed.); Hoboken, NJ, US: John Wiley & Sons Inc, 2003. pp. 21-37. [Chapter 2] Handout in class

James, L. R., Demaree, R. G., and Wolf, G. (1984). Estimating within-group interrater reliability wit and without response bias. Journal of Applied Psychology, 69, 1, 85-98.

James, L.R., Demaree, R.G., and Wolf, G. (1993). r wg: an assessment of within-group interrater agreement. Journal of Applied Psychology, 78, 2, 306-309,

Web Sources:

Class format: Lecture, class discussions and group problem solving activities.
Course requirements:

1. Demonstration of an understanding of assigned readings
2. successful completion of two exams
3. Completion of job analysis project

Grade determination:   Exams (50%) + Job Analysis(50%) = 100%

Mid term and final exams (25% each)   

Range of letter grades for each report: A, B+, B, C+, C, F

                     Schedule of Assignments:

Week 1: August 29       Chapter 1 Introduction

Exercises Review Questions

Week 2: September 5      Chapter 9 Doing a Job Analysis Study

Exercises Review Questions Research Questions

 Rwg calculator (Peter Leeds)

Descriptives and Sd error mean for tasks (see files in Sakai: SMEs as case and Tasks as vars.spv)

Kappa in SPSS to compute agreement for categorical data

ICC and r for Tasks (see files in Sakai: ICC TASK as case and SMEs as vars.spv)

Week 3: September 12     Chapter  2 Work Oriented Methods

Exercises Review Questions Research Questions

Week 4: September 19        Chapter  2 Work Oriented Methods (con't)

Week 5: September 26        Chapter 3 Worker Oriented Methods    

  Exercises Review Questions  Research Questions

  • Job Char Model (JCM) power point  (JCM) J.R Hackman & Oldham
  • Job Diagnostic Survey (JDS)  SUMMARY OF JDS (Datner's)
  • Position Analysis Questionnaire (PAQ)       

  • Week 6:  October 3        Chapter 3 Worker Oriented Methods (con't)

        Article: (handout)
    Sackett, P. R., & Laczo, R. M. (2003).  Chapter 2: Job and work analysis. Handbook of Psychology, v. 12. Borman, Ilgen, Klimoski, Eds.. 21-37.

    Week 7:   October 10         Chapter 4 Hybrid Methods

    Exercises Review Questions Research Questions

    Week 8:  October 17         no class

     Week 9:   October  24     Chapter 5 Management and Teams  

     Exercises Review Questions Research Questionsdue 

       *** Midterm Exam *** Due October 23 5pm in Sakai Assignment folder

    OCTOBER 28 Suday: Field Trip to the Baltimore Museum of Industry Baltimore Museum of Industry

       Meet at the Museum at 10AM

    Week 10: October 31     Chapter 6 Job Analysis and the Law

    Exercises Review Questions Research Questions

     Week 11: November 7 
    Chapter 7 Job Description, Performance Appraisal, Job Evaluation and Job Design

    Exercises Review Questions Research Questions

    Week 12:  November 14  

     *** class cancelled to attend PTC fall event ***PTC Fall event

                                    ***Job Analysis DRAFT Reports due (if you wish to submit one) ***

             November  21 **** Thanksgiving Break **** NO CLASS

    Week 13:  November 28   

    Chapter 8 Staffing and Training  Exercises Review Questions Research Questions




    Chapter 10 The Future of Job Analysis Exercises Review Questions Research Questions

                                    ***Job Analysis REPORT due  ***

    Week 14:  December 5        Presentation of Job Analysis Projects

        ***Please prepare a short PowerPoint presentation (15 minutes) ***

    Week 15: December 12          ***Final Exam ***      

    Internet resources: (From Brannick et al.)

      O*NET Resource Center
    This is the main O*NET web site that provides access to all things O*NET, including the the online O*NET database and the questionnaires used to collect data.

      O*NET (Department of Labor site)
    This is the main Department of Labor (DOL) web site that provides an overview of O*NET and provides links to a variety of O*NET applications. The DOL is the government sponsor of O*NET.

      Dictionary of Occupational Titles (DOT)
    For those of you simply cannot do without the classic Dictionary of Occupational Titles, the Office of Administrative Law Judges have you covered. They have put online all the DOT job titles (although not in as convenient form as O*NET). Enjoy!

      Standard Occupational Classification (SOC)
    O*NET data is collected on the occupations contained in the Standard Occupational Classification. In case you're wondering what the SOC is, the Bureau of Labor Statistics is your best buddy.

      Job Analysis Discussion List
    This is an email based discussion list run by R.J. Harvey in which questions are emailed to a list of subscribers. Although this list is not very active, when questions are posted, responses are typically swift and comprehensive.

      OPM Job Analysis Methodology
    Ever wonder how the Office of Personnel Management conducts a job analysis? Wonder no more. Their process is online, complete with sample worksheets.

      Position Analysis Questionnaire (PAQ)
    The PAQ is one of the classic job analysis systems. They are alive and online.


    Ghorpade, J. V. (1988). Job Analysis: A handbook for the human resources director. Englewood Cliffs: Prentice Hall.
        ISBN 0-13-510256-0. Langsdale Library: HF 55H9.J6; G48.




    Anderson, L., & Wilson, S. (1997). Critical incident technique. In D. L. Whetzel & G. R. Wheaton (Eds.). Applied measurement methods in industrial psychology, Palo Alto, CA: Consulting Psychologists Press. (p. 89-112)


    Baranowski, L. E., & Anderson, L. E. (2005). EXAMINING RATING SOURCE VARIATION IN WORK BEHAVIOR TO KSA LINKAGES.  Personnel Psychology. 58, 1041-1054.


    Cascio, W. F. (1991). Job analysis. (Chapter 10). Applied Psychology in Personnel Management (4th ed.). Englewood Cliffs, NJ: Prentice-Hall.


    Chang, I.,& Kleiner, B. H. (2002). How to conduct job analysis effectively. Management Research News. Vol.25, Iss. 3; pg. 73-81.


    Cunningham, J. W. (1996). Generic job descriptors: A likely direction in occupational analysis. Military Psychology, 8 (3), 247-262. (validity generalization)


    Gatewood R. D., & Feild, H. S. (1994). Human Resource Selection  (3rd Ed.) (Chapter 7,8, & 9). Fort Worth, TX: Dryden Press.


    Goldstein, I. L., Zedeck, S., & Schneider, B. (1993). An exploration of the job-analysis-content validity process. In N. Schmitt & W. C. Borman (Eds.), Personnel selection in organizations. San Francisco, CA: Jossey-Bass. (physical fidelity; psychological


    Guion, R.M. (1998).  Assessment, measurement, & prediction for personnel decisions (pp. 57-102). Mahwah, NJ: Lawrence Erlbaum. (detail versus generality; O*NET; strategic job analysis; caveats of job analysis)


    Harvey, R. J. (1991).  Job analysis.  In M. D. Dunnette & L. M.  Hough (Eds.), Handbook of industrial and organizational psychology.  Palo Alto, CA: Consulting Psychologist Press.


    Hedge, J. W., Borman, W. C., & Bruskiewicz, K. T. (2004). The development of an integrated performance category system for supervisory jobs in the U.S. Navy. Military Psychology, 16(4), 231-243.


    Jeanneret, R., & Strong, M. H. (2003). Linking O*NET job analysis information to job requirement predictors: An O*NET application. Personnel Psychology. 56, 465-492.


    Lawler, E.E. (1994).  From job-based to competency-based organizations.  Journal of Organizational Behavior, 15, 3-15.


    Levine, E.L., Maye, D.M., Ulm, R.A., & Gordon, T.R. (1997).  A methodology for developing and validating minimum qualifications (MQs).  Personnel Psychology, 50, 1009-1023. (required to read)




    Lindell, M. K., Clause, C. S., Brandt, C. J., & Landis, R. S. (1998).  Relationship between organizational context and job analysis task ratings.  Journal of Applied Psychology, 83, 769-776.


    Maurer, R.J. & Tross, S.A. (2000).  SME committee vs field job analysis ratings: Convergence, cautions, and a call.  Journal of Business & Psychology, 14(3), 489-499. (tie to Tannenbaum & Wesley, 1993)


    McClelland, D.C. (1998). Identifying competnecies with behavioral event interviews. Psychological Science, 9(5), 331-339. (patterns of competencies; "tipping points"; competency algorithm; critical incidents)


    McCloy, R. (1999).  Job Performance and Skill Requirements: An I/O and OB Research Agenda for the Millennium.  Workshop conducted at IO/OB, George Mason University. (O*NET)


    Morgeson, F. P., & Campion, M. A. (1997). Social cognitive sources of potential inaccuracy in job analysis.  Journal of Applied Psychology, 82 (5), 627-655.


    Morgeson, F. P., Delaney-Klinger, K., & Mayfield, M. S. (2004). Self-Presentation Processes in Job Analysis: A Field Experiment Investigating Inflation in Abilities, Tasks, and Competencies. Journal of Applied Psychology, 89(4), 674-686.


    Pearlman, K. (1980). Job families: A review and discussion of their implications for personnel selection. Psychological Bulletin, 87 (1), 1-28. (validity generalization)


    Peterson, N. G., Jeanneret, P. R. (1997). Job analysis: Overview and description of deductive methods. In D. L. Whetzel & G. R. Wheaton (Eds.). Applied methods in industrial psychology (pp. 13-50). Palo Alto, CA: Consulting Psychologists Press.


    Peterson, N.G., Mumford, M.D., Borman, W.C., Jeanneret, P.R., & Fleishman, E.A. (1999).  An occupational information system for the 21st century: The development of O*NET.  Washington, DC: American Psychological Association.


    Rodriguez, D., Patel, R., Bright, A., Gregory, D., & Gowing, M.K. (2002). Developing competency models to promote integrated human resource practices. Human Resource Management. Vol. 41, p. 309-324.


    Sanchez, J.I. & Fraser, S.L. (1992).  On the choice of scales for task analysis.  Journal of Applied Psychology, 77(4), 545-553.


    Schippman, J.S. (1999).  Strategic job modeling: Working at the core of integrated human resources.  Mahwah, NJ: Lawrence Erlbaum Associates.   


    Schmitt, N. Gilliland, S. W., Landis, R. S., & Devine, D. (1993). Computer-based testing applied to selection of secretarial applicants. Personnel Psychology, 46, 149-165. (**required to read—how to apply JA to development of selection tests in the field)


    Schneider, B., & Knoz, A. M. (1989). Strategic job analysis. Human Resource Management, 28(1), 51-63.  


    Tannenbaum, R.J., & Wesley, S. (1993). Agreement between committee-based and field-based job analyses: A study in the context of licensure testing. Journal of Applied Psychology, 78, 975-980.


    Truxillo, D. M., Paronto, M. E., & Collins, M. (2004). Effects of Subject Matter Expert Viewpoint on Job Analysis Results. Public Personnel Management, 33(1), 33-46.


    Williams, K. M., & Crafts, J. L. (1997). Inductive job analysis: The job/task inventory method. In D. L. Whetzel & G. R. Wheaton (Eds.). Applied measurement methods in industrial psychology, Palo Alto, CA: Consulting Psychologists Press. (p. 51-89)


    Wilson, M. A., Harvey, R. J., & Macy, B. A. (1990). Repeating items to estimate the test-retest reliability of task inventory ratings. Journal of Applied Psychology, 75, 158-163.