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:
·
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
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 |
|
|
|
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
·
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
Week 4: September 19 Chapter 2 Work
Oriented JA Methods
Required:
· Dictionary of Occupational Titles (DOT)
·
The
Critical Incident Technique in Service Research Dwayne D. Gremler
Not required:
·
Guidelines
Oriented JA Method (GOJA) Biddle Consulting Group
Week 5: September 26 Chapter
3 Worker Oriented JA Methods
Required readings:
·
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
· JA example: State of CA Job Analysis: Uniformed Patrol Officer
· Position Analysis Questionnaire (PAQ)
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
·
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. |
|
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. |