Job Analysis
Acquiring and Developing Talent
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Overview
• What is job analysis?
• Importance of job analysis
• Sources of job analysis information
• Methods used in job analysis
• Types of job analysis
• Combination job analysis (C‐JAM)
• Tasks and KSAOs
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Job Analysis Overview
• What is job analysis?
• Systematic process of gathering information about
jobs
• What kind of information is gathered?
• Work activities
• Worker requirements
• Physical requirements
• Job context
• Job demands
• Tools, equipment, and materials used
• What is gathered will depend on the purpose
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Why is Job Analysis Important?
• Building block for all HR functions
• Job descriptions and specifications
• Recruitment
• Selection
• Training
• Performance appraisal
• Job redesign
• Compensation
• Legal compliance
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Sources of Information
• Many sources of job information
• Subject matter experts (SMEs)
• Job incumbents
• Supervisors
• Trainers
• Occupational Information Network (O*NET:
http://onetonline.org)
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Methods Used
• Variety of methods used in job analysis
• Reviewing literature
• Observation
• Interviews
• Panel interviews/focus groups
• Questionnaires/surveys
• Doing the work
• Often a combination of methods
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General Types of Job Analysis
• Work‐oriented methods
• Focus on what the worker does, including tasks,
tools, machines, and work context
• Task inventories
• Worker‐oriented methods
• Focus on attributes/characteristics people need to
successfully do the job
• Position Analysis Questionnaire
• Hybrid methods
• Combination job analysis (C‐JAM)
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Combination Job Analysis (C‐JAM)
• Developed by Edward Levine
• Uses multiple methods to gather information on
the job and the worker
• Relies on group(s) of SMEs
• Steps in C‐JAM:
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2.
3.
4.
Generate and cluster task statements
Rate tasks (difficulty, consequences of error)
Develop list of KSAOs needed to perform tasks
Rate KSAOs (necessary for new hires, practical
to expect, trouble likely if ignored in selection,
distinguish superior from average worker)
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Task Statements
• Tasks: activities that are directed toward the
achievement of specific job objectives.
• 30 – 100 in C‐JAM depending on job
• Method:
• Implied subject of the task statement (e.g.,
workers). Implied subject is plural.
• Action verb tells what function is being done
• Object of the verb may be various things (e.g.,
people, machines)
• There is a phrase starting with to or in order to
that gives the activity purpose. Can be left off.
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Task Statement Examples
• Auto mechanics:
• Inspect equipment to determine whether repair or
replacement is necessary.
• Modify equipment to improve its efficiency of
operation or safety.
• Pharmacy technicians:
• Receive and prioritize medication orders according to
how soon they need to be filled.
• Call nurses or physicians to verify prescription
information or to complete partial information.
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KSAOs
• Knowledge: degree to which employees have
mastered a technical body of material directly involved
in the performance of the job
• Skill: the capacity to perform tasks requiring the use of
tools, equipment, and machinery
• Ability: more enduring capability to carry out physical
and mental acts required by a job’s tasks
• Other characteristic: relatively stable personality traits,
interests, values, etc. Also certifications.
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KSAO Examples
• HR Manager:
• Knowledge of relevant employment laws (e.g., the
Americans with Disabilities Act).
• Skill in using human resource management system
software.
• Ability to solve problems related to people at work.
• Other characteristic: Conscientiousness
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Combination Job Analysis (C‐JAM)
• Strengths
• Collect information on job and worker
• Relies on small groups of SMEs
• No proprietary surveys needed
• Best used for selection and training
• Weaknesses
• Lack of standardization
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