Instructor:        Tom Mitchell, Ph.D.
            Phone:             (410) 837-5348
                Homepage: http://home.ubalt.edu/tmitch
                TMITCHELL@UBALT .EDU 

            Class meets:    Wednesdays 8:15 - 9:30 PM
            Classroom:      Academic Center 234
            Office:             Learning Commons, LC 411
            Office Hours:  Mondays & Wednesdays 12-2PM; Wednesdays 4- 5 PM                           

• Sakai Logon
• Fall Academic Calendar 
• Academic Integrity Policy Turnitin

• Rwg calculator (Peter Leeds)

• UB site for travel funds to conferences (Scroll down)
• UB Achievement and Learning Center

 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. 

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.

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: http://www.jobandworkanalysis.com/

readings:

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,

• Internet Resources (from Brannick et al.)
• http://www.siop.org  Society for Industrial/Organizational Psychology (see IO related sites) Psychology journals on line
• SIOP Exchange http://siopexchange.typepad.com/the_siop_exchange/
• Society for Human Resources Management http://www.shrm.org
• Chesapeake Human Resources Association http://www.chra.com
• Personnel Testing Council of Washington D.C. http://www.ptcmw.org/
• Journal of Applied Psychology 

1. Demonstration of an understanding of assigned readings
2. successful completion of two exams
3. Completion of job analysis project  Example of a good JA project (Pavisic)

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

•  SHRM Job Analysis Manual pdf
• SHRM Job Analysis Ppt
• Job Analysis Methodology (Quirin)

Week 2: September 3     Chapter 9 Doing a Job Analysis Study  Exercises Review Questions Research Questions

• Article: A Meta-Analysis of Job Analysis Reliability Dierdoff

• Article: Exploring the Utility of Three Approaches to Validating a Job Analysis Tool K D. Meyer and J. Foster (Hogan Assoc)

• 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)

• Article: The Critical Incident Technique in Service Research Dwayne D. Gremler

• Critical Incidents Method

Week 5: September 24        Chapter 3 Worker Oriented Methods       Exercises Review Questions  Research Questions
 

• Article: A Person-Oriented Job Analysis for Identifying Skills and Personality Attributes to be Assessed in Officer Selection H. Canan Sumer

• Article: Development of an Affect-Oriented JA  P.W.Maloney & K. E. Fox

• Job Char Model (JCM) power point  (JCM) J.R Hackman & Oldham
• Job Diagnostic Survey (JDS)  SUMMARY OF JDS (Datner's)
• JA example: State of CA Job Analysis: Univormed Patrol Office
• Position Analysis Questionnaire (PAQ)     

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Week 6:  October 1       Chapter 3 Worker Oriented Methods (con't)

    *** JA proposal overview due  in assignment folder *

• 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. **

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Week 7:   October 8         Chapter 4 Hybrid Methods Exercises Review Questions Research Questions   
 

• C-JAM e.g.
• Review Jobs to be analyzed 
• Critique Job Analysis Reports from past classes
• Review for Midterm

                                                                

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Week 8:  October 15       *** Midterm Exam ***    due by 5pm in Sakai Assignment folder
 

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Week 9:  October  22    Chapter 5 Management and Teams    Exercises Review Questions Research Questions

• Guide for Writing Functional Competencies
•  ICF Competency Modeling white paper 

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 Week 10: October 29     Chapter 6 Job Analysis and the Law  Exercises Review Questions Research Questions

                                       

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November 2nd Sunday: Field Trip to the  Baltimore Museum of Industry

   Meet at the Museum at 11AM

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 Week 11: November 5    Chapter 7 Job Description, Performance Appraisal,  Evaluation and Design Exercises Review Questions Research Questions

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

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Week 12:  November 12  

          Special Guest: Kristy Reisinger, BAH: Competency Modeling

• Chapter 8 Staffing and Training  Exercises Review Questions Research Questions
• Chapter 10 The Future of Job Analysis Exercises Review Questions Research Questions
• ASVAB  GATB  ASTD

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Week 13:  November 19       Presentation of Job Analysis Projects    

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

      *** Job Analysis Reports due ***

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                November 26 No class = Thanksgiving Holiday     *****

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Week 14:  December 3     Presentation of JA Reports (continued)

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Week 15: December 10         ***Final Take Home Exam due in Sakai***      

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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.

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References:

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.

No	REFERENCES
1	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)
2	Baranowski, L. E., & Anderson, L. E. (2005). EXAMINING RATING SOURCE VARIATION IN WORK BEHAVIOR TO KSA LINKAGES.  Personnel Psychology. 58, 1041-1054.
3	Cascio, W. F. (1991). Job analysis. (Chapter 10). Applied Psychology in Personnel Management (4th ed.). Englewood Cliffs, NJ: Prentice-Hall.
4	Chang, I.,& Kleiner, B. H. (2002). How to conduct job analysis effectively. Management Research News. Vol.25, Iss. 3; pg. 73-81.
5	Cunningham, J. W. (1996). Generic job descriptors: A likely direction in occupational analysis. Military Psychology, 8 (3), 247-262. (validity generalization)
6	Gatewood R. D., & Feild, H. S. (1994). Human Resource Selection  (3rd Ed.) (Chapter 7,8, & 9). Fort Worth, TX: Dryden Press.
7	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
8	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)
9	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.
10	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.
11	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.
12	Lawler, E.E. (1994).  From job-based to competency-based organizations.  Journal of Organizational Behavior, 15, 3-15.
13	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)
14	Lievens, F., Sanchez, J. I., & De Corte, W. (2004). EASING THE INFERENTIAL LEAP IN COMPETENCY MODELING: THE EFFECTS OF TASK-RELATED INFORMATION AND SUBJECT MATTER EXPERTISE. Personnel Psychology. 57, 881-904.
15	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.
16	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)
17	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)
18	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)
19	Morgeson, F. P., & Campion, M. A. (1997). Social cognitive sources of potential inaccuracy in job analysis.  Journal of Applied Psychology, 82 (5), 627-655.
20	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.
21	Pearlman, K. (1980). Job families: A review and discussion of their implications for personnel selection. Psychological Bulletin, 87 (1), 1-28. (validity generalization)
22	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.
23	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.
24	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.
25	Sanchez, J.I. & Fraser, S.L. (1992).  On the choice of scales for task analysis.  Journal of Applied Psychology, 77(4), 545-553.
26	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)
27	Schneider, B., & Knoz, A. M. (1989). Strategic job analysis. Human Resource Management, 28(1), 51-63.
28	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.
29	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.
30	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)
31	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.