University of Baltimore Division of Applied Behavioral Sciences

Job Analysis APPL 651.185 (4414)

Fall 2014

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

                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                           


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  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

                     Schedule of Assignments:

Week 1: August 27       Chapter 1 Introduction  Exercises Review Questions

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

Week 3: September 10   ***  PTC Career Event at Shady Grove **

  • Week 4: September 17      Chapter  2 Work Oriented Methods Exercises Review Questions Research Questions

  • Manfacturing to target
  • Six sigma
  • Guidelines Oriented JA Method (GOJA)  Biddle Consulting Group
  • SHRM JA Manual
  • O*NET Resource Center
  • Dictionary of Occupational Titles (DOT)
  • OPM Job Analysis Methodology

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