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 2022

  Class Information:

·        Semester dates: August 30 through December 6

·        Class Zoom Link:  (when needed)  (access via Sakai)

·        Class will meet on Tuesdays at 8:15 PM to 9:45 PM in AC 221

 

Instructor: Dr. Tom Mitchell E-mail: Tmitchell@ubalt.edu   Phone: 837-5348 Homepage: http://home.ubalt.edu/tmitch  

 

·        Contact me via email via SAKAI or Team phone number please.

·        Be sure to check “Send a copy of this message to recipients’ email address(es)” to ensure a timely response.
Be sure to include the course number in the subject line. I will make every effort to respond to your inquiry within 48 hours or earlier.

·        If an issue is urgent, please indicate "urgent" within the subject line of the email and I will respond as soon as possible.

 

Office Hours and Location:
Office hours by appointment. Please email me to set up a meeting in LC 411 or via Zoom.

·        Student Success Resources: http://www.ubalt.edu/policies/academic/Student-Success-Resources-Syllabus-Addendum.pdf  

·         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 problem solving activities.  Attendance policy: Attendance is not required but will be recorded.  

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

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 


                     Summary of Schedule of Dates and Assignments:

 

Wk

Date

Topic(s)

Chs.

Deadlines

1

8/30

Introduction to Job Analysis

Doing a Job Analysis Study

Ch. 1

Ch. 9

 

2

9/6

Work-Oriented & Worker-Oriented Methods

Ch. 2

Ch. 3

 

3

9/13

Hybrid Methods

Ch 4

 

4

9/20

Management and Teams

Ch. 5

 

5

9/27

Job Analysis and the Law

Ch. 6

 

6

10/4

Job Description, Perf Appraisal, Eval, & Design

Ch. 7

 

7

10/11

Staffing and Training

Ch. 8

 

8

10/18

Exam on Sakai (Open Book- notes)

 

Noel Jones, OPM

9

10/25

Work on JA reports, prepare for presentations

 

 

10

11/1

Presentations to class

 

 PPTs submitted

11

11/8

Presentations to class

 

 

12

11/15

Work on JA report revisions

 

 

13

11/22

Thanksgiving – No Class

 

 

14

11/29

Draft JA reports due by Tuesday 8:15PM

 

   Draft Report

15

12/6

Feedback returned, incorporate feedback, and prepare for final client submission

 

 

16

12/14

Incorporate instructor feedback and deliver final JA reports to clients by COB (5 PM) 12/14. Copy Dr. Mitchell on the email.

 

Final JA report due to client

 

 

 

 

 

  Week 1: August 30     Chapter 1 Introduction  Exercises Review Questions

·        SHRM Job Analysis Manual pdf

·        SHRM Job Analysis Ppt

·         Job Analysis Methodology (Quirin)

Week 2: September 6 Chapter 9 Doing a Job Analysis Study  Exercises Review Questions Research Questions

·         How to write a Job Description Pitt University

·         Rwg calculator (Peter Leeds)

·        Descriptives (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

Week 3: September 13  Chapter  2 Work Oriented Methods  

  *** JA project Assignments ***

·        Manufacturing to target

·        Six sigma

·         Guidelines Oriented JA Method (GOJA)  Biddle Consulting Group

·        SHRM JA Manual

·         O*NET Resource Center

·        Dictionary of Occupational Titles (DOT)

·        Critical Incidents Method

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

Week 4: September 20  Chapter 3 Worker Oriented Methods   

*** Set up projects: meet with agency / company ***

·        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

·         JA example: State of CA Job Analysis: Uniformed Patrol Officer
Position Analysis Questionnaire (PAQ)     

Week 5:  September 27

  *** 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 4  Chapter 4 Hybrid Methods Exercises Review Questions Research Questions     

§  C-Jam template (Alyssa Gradus, SHA)

§  Review Jobs to be analyzed 

Week 7:   October 11  Chapter 5 Management and Teams    Exercises Review Questions Research Questions  

 Guide for Writing Functional Competencies

  ICF Competency Modeling white paper 

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

   Review for Midtern

Week 8:   October 18      *** Midterm Exam *** 

Week 9: October  25   Chapter 6 Job Analysis and the Law  Exercises Review Questions Research Questions      

Week 10: November 1 Chapter 7 Job Description, Performance Appraisal,  Evaluation and Design Exercises Review Questions

Discussion of inter-judge reliability files in your SAKAI files directory. Please revie them before class

Week 11: November 8  Chapter 8 Staffing and Training  Exercises Review Questions Research Questions  

Week 12:  November 15   Chapter 10 The Future of Job Analysis Exercises Review Questions Research Questions  

·        ASVAB  GATB  ASTD

Week 13:  November 22     

     ***Job Analysis Reports due ***

Week 14:  November  29          

 Presentation of Job Analysis

Week 15: December 6           *** 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.

  REFERENCES:


No

 

1Anderson, 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.