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 2017

           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 307
            Office:             Learning Commons, (LC) 411
            Office Hours:  Mondays & Wednesdays 12:30 - 1:30 PM                          



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: Attnedence is not required but will be recorded. Students are expected to be in seated in class 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:   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:

                     Schedule of Dates and Assignments:


        Week 1: August 30     Chapter 1 Introduction  Exercises Review Questions

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

  • Manfacturing to target
  • Six sigma
  • Guidelines Oriented JA Method (GOJA)  Biddle Consulting Group
  • SHRM JA Manual
  • O*NET Resource Center
  • Dictionary of Occupational Titles (DOT)

            Week 4: September 20      Chapter 3 Worker Oriented Methods       Exercises Review Questions  Research Questions

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


            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 Research Questions       

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


             Week 11: November 8   *** Class to attend PTC FAll event  4pm to 7pm at GW University ***

             Week 12:  November 15        Chapter 8 Staffing and Training  Exercises Review Questions Research Questions                        


    November 2     ***Job Analysis Reports due ***

  •  NO Class: cancelled for Thanksgiving


            Week 13:  November 29          Presentation of Job Analysis Reports (Attendance is REQUIRED)

                                                       *** Power Point Presentations due in Sakai folder ***

            Week 14:  December 6             Presentation of Job Analysis Reports (continued)  (Attendance is REQUIRED)


             Week 15: December 13        *** 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

     

    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.