SYLLABUS

M.S. Industrial and Organizational Psychology

University of Baltimore
 

Job Analysis APPL 651.H185 

(3 credit hours) fall, 2023

Class Information:

·       Semester dates: August 29 through December 5

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

·       Class will meet on Tuesdays at 8:15 PM to 9:45 PM in BC 233

 

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

 

·       Contact me via email via CANVAS 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: UBalt Policies / Student-Success Resources:            

·        CANVAS 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 systems 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.

 Text 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% (Exams 1 & 2 exams 25% each)   

Grade and Score Scale: 
A = 90 - 100; B+ = 85 - 89; B = 80 - 85; C+ = 75 -79; C = 70 - 74; F = < 70

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 online)

·       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 

  MILESTONES: (very important!)

·        You are expected to provide updates to class after meeting the following milestones in the project:

o   1) After the initial client meeting,

o   2) Once the data collection plan has been developed (prior to implementation),

o   3) Once data collection has been completed, and

o   4) After the client presentation

 

Summary of Schedule of Dates and Assignments:

 

Wk

Date

Topic(s)

Chs.

Deadlines

1

8/29

Review syllabus / O *net

 

 

2

9/5

Introduction to Job Analysis

Ch. 1

 

3

9/12

Doing a Job Analysis Study

Ch. 9

JA Assignments

4

9/19

Work-Oriented JA Methods

Ch. 2

 

5

9/26

Worker-Oriented JA Methods

Ch. 3

 

6

10/3

Hybrid Methods

Ch 4

 

7

10/10

Exam 1 (chap 1,9,2,3.4)

 

RPNow

8

10/17

 Brief Class on JA project update

 

9

10/24

Job Analysis and the Law

Ch. 6

10

10/31

Job Description, Perf Appraisal, Eval, & Design

Ch. 7

 

11

11/7

Staffing and Training

Ch. 8

 

12

11/14

 Exam 2 (chap 6,7,8)

 

 RPnow

 

11/19

Visit Baltimore Museum of industry 9:30 AM

 

 

13

11/21

 PPT Presentations to class

 

JA Draft Report due

14

11/28

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

 

 

15

12/5

Incorporate instructor feedback and deliver final JA reports to clients by COB (5 PM) 12/6. Copy Dr. Mitchell on the email.

 

Final JA report due to client

 

Dates and Assignments

 

Week 1: August 29     Review Syllabus / discuss JA assignment process / O*Net

Week 2: September 5   Chapter 1 Introduction    

Not required:

·       SHRM Job Analysis Manual pdf

·       SHRM Job Analysis Ppt

·       Job Analysis Methodology (Quirin) 

·       SIOP Exchange http://siopexchange.typepad.com/the_siop_exchange/  How to develop an “elevator speech.”

Week 3 September 12  Chapter 9 Doing a Job Analysis Study    

Not required:

·        How to write a Job Description Pitt University

·        Rwg calculator (Peter Leeds)

·       Descriptives (see files in CANVAS: 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 CANVAS: ICC TASK as case and SMEs as vars

·       Guidelines Oriented JA Method (GOJA)  Biddle Consulting Group

·       SHRM JA Manual

·       O*NET Resource Center

Week 4: September 19 Chapter 2 Work Oriented JA Methods  

Required:

·       Dictionary of Occupational Titles (DOT)

·       O*NET Resource Center

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

·       Critical Incidents Method  

Not required:

·       SHRM JA Manual

·       Guidelines Oriented JA Method (GOJA)  Biddle Consulting Group  

Week 5:  September 26 Chapter 3 Worker Oriented JA Methods   
  

Required readings:

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

·       Sackett, et al Chap 2 Job and Work Analysis p21-39 in Handbook of Psychology, v.  

o   In CANVAS files directory (choose the “Chap 2 ONLY” of the two

Not required:

·        JA example: State of CA Job Analysis: Uniformed Patrol Officer

·       Position Analysis Questionnaire (PAQ)  

·       Summary of JDS 

·       Job Char Model PPT

·       o   Job Char Model Diagram

Week 6:   October 3  Chapter 4 Hybrid Methods  

Review for EXAM 1 (Chapters, 1.9,2,3,4)

Required:

·       Guide for Writing Functional Competencies

·        ICF Competency Modeling white paper 

·       Putka et al. (2023) Evaluating a NLP approach to estimate KSA and JA ratings. J of Business and Psychology.

    Not required:

·       C-Jam template (Alyssa Gradus, SHA)

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

Week 7:   October 10 *** EXAM 1 RPNow ****   Chapters 1,9,2,3,4

Week 8: October 17     Brief class on JA project update

Week 9: October 25 Chapter 6 Job Analysis and the Law 

Week 10: October 31  Chapter 7 Job Description, Performance Appraisal,  Evaluation and Design  

Discussion of inter-judge reliability files in your CANVAS files directory. Please review them before class 

Week 11 November 7 Chapter 8 Staffing and Training

·       GATB,  ASTD, ASVAB 

·       Review for Exam 2  

Week 12:  November 14 Exam 2 RPNow   

               November 19 *** Visit Baltimore Museum of industry 9:30 AM ***  

Week 13:  November 21   Review and Discuss JA Projects Status

***PPT Presentations to class 
***Job Analysis Complete Draft Reports due ***

Week 14:  November 28          

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

Week 15: December 5    Incorporate instructor feedback and deliver final JA reports to clients by COB (5 PM) 12/6. Copy Dr. Mitchell on the email.

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 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 (other):

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.     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.

8.     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

9.     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)

10.  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.

11.  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.

12.  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.

13.  Lawler, E.E. (1994).  From job-based to competency-based organizations.  Journal of Organizational Behavior, 15, 3-15.

14.  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. 

15.  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.

16.  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.

17.  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)

18.  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)

19.  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)

20.  Morgeson, F. P., & Campion, M. A. (1997). Social cognitive sources of potential inaccuracy in job analysis.  Journal of Applied Psychology, 82 (5), 627-655.

21.  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.

22.  Pearlman, K. (1980). Job families: A review and discussion of their implications for personnel selection. Psychological Bulletin, 87 (1), 1-28. (validity generalization)

23.  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.

 

24.  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.

25.  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.

26.  Sanchez, J.I. & Fraser, S.L. (1992).  On the choice of scales for task analysis.  Journal of Applied Psychology, 77(4), 545-553.

27.  Schippman, J.S. (1999).  Strategic job modeling: Working at the core of integrated human resources.  Mahwah, NJ: Lawrence Erlbaum Associates.   

 

28.  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)

29.  Schneider, B., & Knoz, A. M. (1989). Strategic job analysis. Human Resource Management, 28(1), 51-63.

30.  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.

31.  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.

32.  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)

33.  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.