1/22/18. Methods of developing job analyses Job Element Method (KSA) I/O psychologists have developed other methods for job analysis

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1 Methods of developing job analyses Job Element Method (KSA) Flaws Subjective Difficult to differentiate between skills and abilities Can lead to many different KSA assessments for the same job I/O psychologists have developed other methods for job analysis 21 Critical Incidents Technique Ask about critical incidents, times of extreme high or low productivity Open-ended questions gauge determining factors Think of the last time you saw one of your co-workers do something that was really helpful Think of the worst co-worker you ve known recently Digging deeper Tell me exactly why this person was so helpful What could the person have done to improve themselves and their work? 22 Critical Incidents Technique Often used as an interview or survey technique Answers can be used to create KSAs or other personnel products Can be good at uncovering important skills or abilities that may otherwise be overlooked 24 1

2 Drawbacks Relies primarily on interviews Extremely subjective Workers may be dishonest and unlikely to discuss self-faults Not standardized or comparable Each interviewer can write different descriptions for same job, based on subjectivity and who was interviewed 25 Position Analysis Questionnaire (PAQ) Standardized method of analysis Survey examines job elements in 6 categories 1. Information input - where and how workers attain information needed to perform job 2. Mental processes ways of thinking, reasoning and decision making that are required for the job 3. Work output tasks workers must perform and the tools that are required for the job 26 Survey that examines job elements in 6 categories 4. Relationships with others kinds of relationships and contacts required for the job Co-workers, supervisors, customers, consultants, etc. 5. Job context physical or social contexts in which the work is performed Working in risky environments, high job stress, etc. 6. Other job characteristics Each rated in applicability, importance, time devoted to it, etc 27 2

3 To what extent do you use the following information input devices?... Written materials (books, reports, web pages) Pictorial materials (charts, blueprints, maps) Measuring devices (rulers, scales, surveys) To what extent are the following information input devices important for your job?... To what extent do you spend time on the following information input devices? Advantages Can be used by anyone and should yield the same results (i.e., objective and comparable) Quantifies job elements Good for researchers and statisticians Yields a lot of rich, detailed information 29 Drawbacks Requires use of a very long survey Typically measures 187 job elements, assessing 6 characteristics of each, resulting in 1,122 questions! Time consuming and demanding on workers and HR Requires a lot data processing 30 3

4 Functional Job Analysis (FJA) is a simplified process that only assesses 3 job elements What is required to do the job? Data information processing People interpersonal interactions Things tools and technology Each category is assigned a number indicating its level of complexity 0 = Most complex; Higher # = Less complex 31 Scales Data 0 Synthesizing 1 Coordinating or Innovating 2 Analyzing 3 Compiling 4 Computing 5 Copying 6 Comparing People 0 Leading 1 Negotiating 2 Instructing 3 Supervising 4 Diverting 5 Persuading 6 Exchanging info 7 Serving 8 Taking instruction Things 0 Setting up 1 Precision working 2 Operating-controlling 3 Operating-driving 4 Manipulating 5 Tending, Data processing 6 Feeding, Off bearing 7 Handling 32 Fast-food Worker Data 0 Synthesizing 1 Coordinating or Innovating 2 Analyzing 3 Compiling 4 Computing 5 Copying 6 Comparing People 0 Leading 1 Negotiating 2 Instructing 3 Supervising 4 Diverting 5 Persuading 6 Exchanging info 7 Serving 8 Taking instruction Things 0 Setting up 1 Precision working 2 Operating-controlling 3 Operating-driving 4 Manipulating 5 Tending, Data processing 6 Feeding, Off bearing 7 Handling 33 4

5 What is another occupation? Data 0 Synthesizing 1 Coordinating or Innovating 2 Analyzing 3 Compiling 4 Computing 5 Copying 6 Comparing People 0 Leading 1 Negotiating 2 Instructing 3 Supervising 4 Diverting 5 Persuading 6 Exchanging info 7 Serving 8 Taking instruction Things 0 Setting up 1 Precision working 2 Operating-controlling 3 Operating-driving 4 Manipulating 5 Tending, Data processing 6 Feeding, Off bearing 7 Handling 34 Advantages Quick and easy to develop Especially compared to PAQ Allows for comparisons between jobs Each job is rated using the same scale Can help managers apply equal focus to all three of these important domains E.g., Doctors and nurses who are rated poorly tend to focus too much on data (reports, paperwork) and not enough on people (active listening) 35 Drawbacks Can be too simplistic and doesn t necessarily capture the complexity of the job Example: A driving instructor would receive 3 on people (instructing), while a stock portfolio manager would only receive a 5 (exchanging information) 36 5

6 Drawbacks Can be difficult to determine where on the scale a particular job should be placed Example: Is a pre-school teacher Mentoring children (0)? Instructing children (2)? Supervising children (3)? Should they be rated by the top activity or what they do most often? 37 Job Elements Method (KSA) is the most commonly used method Relatively simple to conduct analysis All jobs can be organized into these 3 elements (KSA) Critical Incidents Technique is best for gathering data on help fill in job analyses Can help determine what skills are especially beneficial or detrimental for a job 38 Position Analysis Questionnaire can offer extremely detailed job descriptions and specifications Assessing 180+ job elements Using the same questionnaire for each job, making different jobs comparable However, it s costly and difficult to interpret Most often used by scientists 39 6

7 Analysis methods have to strike balance between being specific and generalizable Specific measures (PAQ) can describe individual jobs in great detail, but are difficult to compare between jobs specific Generalizable measures (FJA) can be used to compare different jobs, but aren t as accurate at describing any individual job generalize 40 Job analyses are crucial for many I/O and HR activities Creating job postings Hiring and job training Promotion and discipline Determining pay Avoiding discrimination There is no perfect way to conduct a job analysis I/O psychologists have to figure out what method works best for specific jobs 41 Job Valuation How much is the job worth? Determined by demands of the job Required education Required past experience/training Physical demands Working conditions Amount of responsibilities/culpability Supply or scarcity of workers vs. jobs Used to determine wages, benefits, perks, etc. 42 7

8 Types of jobs with highest valuation? Software engineering (median annual salary: $130,000) Lawyers (median annual salary: $145,000) Doctors (median annual salary: $180,000) CEOs (median annual salary: $180,000) Why do these jobs have high valuations? What makes these workers so highly valued? 43 Below poverty line Types of jobs with lowest valuation? Nurse / doctor aids (median annual salary: $26,000) Childcare worker (median annual salary: $23,000) Housekeeping (median annual salary: $23,000) Cashiers/Retail (median annual salary: $21,000) Fast food servers (median annual salary: $19,000) Food preparer (median annual salary: $18,000) Cosmetologist (median annual salary: $18,000) Why do these jobs have low valuations? 44 Educational attainment is the largest predictor of job valuation $80,000 $70,000 $60,000 $50,000 $40,000 $30,000 $20,000 $10,000 $0 $26,780 Median Annual Salary Almost 2X the income $37,336 $61,828 $75,452 No GED GED BA MA / PhD 45 8

9 College education is costly, difficult to attain Only 33% of people in U.S. have college degree But, jobs that require college degrees are quickly growing in number By 2020, it s estimated 65% of jobs will require a college education 21% 12% 12% 55% No GED GED Bachelors MA/PhD 46 9