ATILIM UNIVERSITY
DEPARTMENT OF PSYCHOLOGY
PSY 321 JOB ANALYSIS
2007-2008 Spring Semester
Instructor: Başak Ok, Ph.D.
Office: FEF 224
Phone: 0-312-586 84 26
e-mail: basakok@atilim.edu.tr
Office Hours: Thursday 14:30-16:30
Class hours: Wednesday 14:30-16:20
Thursday 13:30-14:20
This course offers a broad-ranging introduction to the job analysis field regarding the
purposes and uses of job analysis, work- and worker-oriented job analysis methods as well as
hybrid methods of job analysis. Furthermore, job analysis and its relationship with relevant
topics such as personnel selection, performance appraisal, training, law, and future of job
analysis will also be emphasized. The course aims to help students to gain experience and
develop necessary skills in conducting job analysis.
Course Objectives:
Ψ To get students familiar with the basic concepts of job analysis,
Ψ To have students understand the importance of job analysis for the other human resource
management activities,
Ψ To have students apply their theoretical knowledge regarding the job analysis in a real life
work setting through conducting a job analysis.
Required Course Materials:
Brannick, M. T., Levine, E. L., & Morgeson, F. P. (2007). Job and work analysis: Methods,
research, and applications for human resource management (2nd ed.). Thousand
Oaks, CA: Sage Publications, Inc.
* Additional documents, handouts and articles will be provided by the instructor, when
necessary.
Course Requirements and Grading:
Ψ Mid-Term Exam
25 %
The mid-term exam will take place after the completion of the topics of the first six weeks.
The exam will include multiple choice and/or essay questions.
Ψ Job Analysis (JA) Project
35 %
Student groups that consist of 3 or 4 members are required to conduct a job analysis for a
specific job in a real-life organization. The job analysis technique can be in the form of workoriented, person-oriented, or a hybrid one. The project requires students both to observe the
job incumbents and to conduct interviews with the subject matter experts (i.e., SMEs - the
supervisors and job incumbents etc.). Regardless of the job analytic technique they chose,
students are required to provide information regarding the necessary knowledge, skills,
abilities, and other characteristics (KSAOs) as well as the tasks and their definitions those are
required in order to accomplish that job. Additionally, the job analysis should provide
information about the organizational chart, machines, tools, equipments, and work aids
(MTEWA), and work conditions (i.e., physical, psychological, and social aspects of the work
environment). The aim of this project is to provide students the opportunity of using their
theoretical knowledge through its application in a real work setting. Thus, students are
expected to gain experience on each stage of conducting a job analysis. Students who
submitted their project later than the deadline will receive 1 point daily penalty for
delay. Students who do not submit a valid JA Project will not receive an evaluation from
this course even if they collect sufficient points which meet passing criteria.
Ψ Final Exam
40 %
The final examination will include multiple choice and/or essay questions within the scope of
the course. Final exam will cover all the chapters in the book, class discussions, and all other
materials.
Weekly Course Plan:
Week 1
Introduction:
The Uses of Job Analysis (JA)
Definitions
Building Blocks of Job Analysis (JA) Methods
A Couple of JA Projects
Week 2
Work-Oriented Methods:
Time-and-Motion Study
Functional Job Analysis (FJA)
Week 3
Work-Oriented Methods:
Task Inventories
Critical Incident Technique (CIT)
Week 4
Worker-Oriented Methods:
Job Element Method (JEM)
Position Analysis Questionnaire (PAQ)
Week 5
Worker-Oriented Methods:
Other Trait-Based Worker-Oriented Measures
Cognitive Task Analysis
Week 6
Hybrid Methods:
Combination Job Analysis Method (C-JAM)
Multimethod Job Design Questionnaire (MJDQ)
Occupational Information Network (O*NET)
Week 7 *
Mid-Term Exam
Week 7
Doing a Job Analysis Study:
Matching Purpose and JA Attributes
Selecting Approaches
Observations and Interviews
Week 8
Doing a Job Analysis Study:
Questionnaires
Analyzing Data
Week 9
Management and Teams:
Management and Leadership
Competency Modeling
Job Analysis for Teams
Week 10
Job Description, Performance Appraisal, Job Evaluation, and Job Design:
Job Description
Performance Appraisal (PA)
Job Evaluation
Job Design/Redesign
Week 11
Staffing and Training:
Staffing:
Recruitment
Selection
Test Validation
Research on Judging KSAOs for Validation
Key Considerations for Selection
Week 12
Staffing and Training:
Training:
The Training Cycle
Selection versus Training
Week 13
Job Analysis and the Law:
Federal Legislation
Enforcement of Equal Employment Opportunity Laws
Executive Orders
Professional Standards
Prescriptions for Job Analysis
The Future of Job Analysis:
Changing Conditions
Implications for Jobs and Job Analysis
Week 14 *
Job Analysis Project is due.
Week 15 *
Final Exam