Job Analysis APPL 651.185
Fall 2016
Instructor:
Tom Mitchell, Ph.D.
Phone:
(410) 837-5348
Web;
Homepage: http://home.ubalt.edu/tmitch
Email:
TMITCHELL@UBALT
.EDU
Class meets: Wednesdays 8:15 - 9:30 PM
(Hybrid Class)
Classroom: Business Center: BC 235
Office:
Learning Commons, (LC) 411
Office Hours: Mondays &
Wednesdays 12-2PM; Wednesdays 4- 5 PM
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.
Student Learning Outcomes
By completion of this course the student will be able to:
(1) Conduct a job analysis to determine the duties, tasks, and KSAOs needed for developing selection, performance appraisal, and compensation systems,
(2) Analyze job analysis data to identify individual differences and position requirements that must be addressed in selection, performance appraisal, training, and compensation systems,
(3) Present the findings from a job analysis to class verbally with graphic visuals..
(4) Write a complete report to be submitted to the organization for which the job analysis was conducted.
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/
Supplemental 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,
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
Week 2: September 7 Chapter 9 Doing a Job Analysis Study Exercises Review Questions Research Questions
Descriptives and Sd error mean for tasks (see files in Sakai: SMEs as case and Tasks as vars.spv)
ICC and r for Tasks (see files in Sakai: ICC TASK as case and SMEs as vars
Week 3: September 14 Chapter 2 Work Oriented Methods Exercises Review Questions Research Questions
*** JA proposal overview due in assignment folder *** Assignment of JA projects
Week 4: September 21 Chapter 3 Worker Oriented Methods Exercises Review Questions Research Questions
*** Set up projects: meet with agency / company ***
Article: Development of an Affect-Oriented JA P.W.Maloney & K. E. Fox
Week 5: September 28 Chapter 3 Worker Oriented Methods (con't)
*** Begin JA projects ***
Week 6: October 5 Chapter 4 Hybrid Methods Exercises Review Questions Research Questions
Week 7: October 12 Chapter 5 Management and Teams Exercises Review Questions Research Questions
Week 8: October 19 *** Midterm Exam take home *** due by 8:15 pm in Sakai Assignment folder
NO Class:
PTCMW Workshop 1:30 to 5:30 PM:
Dr. James Lebreton, Penn State U.
at
McCormick & Shmick's Restaurant,
Crystal City, VA
------------------------------------------------------------------------------------------------------------------------------------------------------------
Week 9: October 26 Chapter 6 Job Analysis and the Law Exercises Review Questions Research Questions
Week 10: November 2 Chapter 7 Job Description, Performance Appraisal, Evaluation and Design Exercises Review Questions Research Questions
Week 11: November 9 Chapter 8 Staffing and Training Exercises Review Questions Research Questions
Week 12: November 16 Presentation of Job Analysis Projects ***Please prepare a short PowerPoint presentation (5 minutes) ***
*** Job Analysis DRAFT Reports due (if you wish to submit one) ***
November 23 **** NO class *** Thanksgiving Holiday ***
Week 13: November 30 Presentation of JA Reports (continued)
Week 14: December 7 Presentation of JA Reports (continued)
Week 15: December 14 ***Final Take Home Exam due in Sakai***
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.
REFERENCES :
No |
|
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. Ghorpade, J. V. (1988). Job Analysis: A handbook for the human resources
director. Englewood Cliffs: Prentice Hall.
|
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.
|
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. |