SYLLABUS

University of Baltimore
University of Baltimore: Division of Applied Behavioral Sciences in the College of Arts and Sciences

Job Analysis APPL 651.185 (3 credit hours)

Fall 2021

           Instructor:        Tom Mitchell, Ph.D.
           Phone:              (410) 812 0354
              Web;                     Homepage: http://home.ubalt.edu/tmitch  
              Email:                  TMITCHELL@UBALT .EDU 

            Class meets:    Tuesdays 8:15 - 9:30 PM (Hybrid Class)
            Classroom:      ZOOM remote
            Office:             Learning Commons, (LC) 411
            Office Hours:  by appointment                           

·        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  

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.  

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.


                    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: 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,

Class format: Lecture, class discussions and group discussions.
Attendance: not mandatory but will be recorded. Students are expected to be in class with video camera on before the beginning of class
            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:  Two Exams (50%) + Job Analysis (50%) = 100% (each exam = 25%)   

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

APPL 651 Grade Calculator


                        Web Sources:

·        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 


                     Schedule of Dates and Assignments:


                        Week 1: August 31     Chapter 1 Introduction   

·         SHRM Job Analysis Manual pdf

·        SHRM Job Analysis Ppt

·        Job Analysis Methodology (Quirin)

Week 2: September 7   Chapter 9 Doing a Job Analysis Study   

·        How to write a Job Description Pitt University

·        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 v

·

 Week  3: September  14   Chapter  2 Work Oriented Methods Exercises Review Questions Research Questions

                                    *** JA project Assignments ***

·         Guidelines Oriented JA Method (GOJA)  Biddle Consulting Group

·        SHRM JA Manual

·        O*NET Resource Center

·        Dictionary of Occupational Titles (DOT)

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

o   Critical Incidents Method

Week 4: September 21      Chapter 3 Worker Oriented Methods      

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

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

·        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: Uniformed Patrol Officer

·        Position Analysis Questionnaire (PAQ)     

·

Week 5:  September 28      Chapter 3 Worker Oriented Methods (con't)   

              *** Begin JA projects ***

·        Article: (Sakia files:  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 6:   October 5       Chapter 4 Hybrid Methods     

·        C-Jam template (Alyssa Gradus, SHA)

·

Week 7:      October 12      Chapter 5 Management and Teams       

o   Guide for Writing Functional Competencies

o   ICF Competency Modeling white paper 

o   European Org for Safety of Air Navigation - see Chapter 3: Competency modeling.

o    Week 8:   October 19   

   Week 9: October 26    Chapter 6 Job Analysis and the Law                                         

Week 10: November 2   Chapter 7 Job Description, Performance Appraisal,  Evaluation and Design  

Discussion of inter-judge reliability files in your SAKAI files directory. Please reveiw them before clas

Week 11: November 9  Chapter 8 Staffing and Training  

Week 12:  November 16   Chapter 10 The Future of Job Analysis  

o   ASVAB  GATB  ASTD  

Week 13:  November 23        

Week 14:  November 30          

   Presentation of Job Analysis

Week 15: December 7              

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.
    ISBN 0-13-510256-0. Langsdale Library: HF 55H9.J6; G48.

 

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.