SYLLABUS
University of Baltimore Division of Applied Behavioral Sciences
Job Analysis APPL 651.185 (4414)
Fall 2014
Instructor: Tom Mitchell, Ph.D.
Phone: (410) 837-5348
Homepage: http://home.ubalt.edu/tmitch
TMITCHELL@UBALT .EDU
Class meets: Wednesdays 8:15 - 9:30 PM
Classroom: Learning Commons, Room AC 407
Office: Learning Commons, LC 411
Office Hours: Mondays & Wednesdays 12-2PM; Wednesdays 4- 5 PM
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Sakai Logon
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 system such as selection, training, compensations, and performance
appraisals.
Learning Outcomes
By taking this course, students will be able to (1) plan and conduct a basic job analysis, determining
which types of data (KSAOs) are necessary for developing selection, performance appraisal, and
compensation systems, (2) collect and analyze job analysis data to identify individual differences and
position requirements that should be addressed in selection, performance appraisal, training, and
compensation systems, (3) present the findings from data analysis, and (4) complete a report prepared for
the organization.
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: 9781-4129-3746-7 See: Brannick et al: http://www.jobandworkanalysis.com/
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,
Web Sources:
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Internet Resources (from Brannick et al.)
http://www.siop.org Society for Industrial/Organizational Psychology (see IO
related sites) Psychology journals on line
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
Class format: Lecture, class discussions and group problem solving activities.
Course requirements:
1. Demonstration of an understanding of assigned readings
2. successful completion of two exams
3. Completion of job analysis project
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
Schedule of Assignments:
Week 1: August 27 Chapter 1 Introduction Exercises Review Questions
Week 2: September 3 Chapter 9 Doing a Job Analysis Study Exercises Review Questions
Research Questions
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Article: A Meta-Analysis of Job Analysis Reliability Dierdoff
Article: Exploring the Utility of Three Approaches to Validating a Job Analysis Tool K
D. Meyer and J. Foster (Hogan Assoc)
Rwg calculator (Peter Leeds)
Descriptives and Sd error mean for tasks (see files in Sakai: 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 Sakai: ICC TASK as case and SMEs as vars.spv)
Week 3: September 10 Chapter 2 Work Oriented Methods 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)
 OPM Job Analysis Methodology
Week 4: September 17 Chapter 2 Work Oriented Methods (con't)
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Article: The Critical Incident Technique in Service Research Dwayne D.
Gremler
Week 5: September 24 Chapter 3 Worker Oriented Methods Exercises Review Questions
Research Questions
 Article: A Person-Oriented Job Analysis for Identifying Skills and Personality
Attributes to be Assessed in Officer Selection H. Canan Sumer
 Article: Development of an Affect-Oriented JA P.W.Maloney & K. E. Fox
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Job Char Model (JCM) power point (JCM) J.R Hackman & Oldham
Job Diagnostic Survey (JDS) SUMMARY OF JDS (Datner's)
JA example: State of CA Job Analysis: Univormed Patrol Office
Position Analysis Questionnaire (PAQ)
Week 6: October 1 Chapter 3 Worker Oriented Methods (con't)
Article: (handout) Sackett, P. R., & Laczo, R. M. (2003). Chapter 2: Job and work analysis.
Handbook of Psychology, v. 12. Borman, Ilgen, Klimoski, Eds.. 21-37.
Week 7: October 8 Chapter 4 Hybrid Methods Exercises Review Questions Research
Questions
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C-JAM e.g.
Review Jobs to be analyzed
Critique Job Analysis Reports from past classes
Review Midterm
*** JA proposal overview due in assignment folder ***
Week 8: October 15 *** Midterm Exam *** due October 23 5pm in Sakai Assignment folder
Week 9: October 22 Chapter 5 Management and Teams Exercises Review Questions
Research Questions
Guide for Writing Functional Competencies
ICF Competency Modeling white paper
Week 10: October 29 Chapter 6 Job Analysis and the Law Exercises Review Questions
Research Questions
Chapter 7 Job Description, Performance Appraisal, Evaluation and Design Exercises
Review Questions Research Questions
November 2nd Sunday: Field Trip to the Baltimore Museum of Industry
Meet at the Museum at 11AM
Week 11: November 5
***Job Analysis DRAFT Reports due (if you wish to submit one) ***
Week 12: November 12
Chapter 8 Staffing and Training Exercises Review Questions Research Questions
Chapter 10 The Future of Job Analysis Exercises Review Questions Research Questions
ASVAB GATB ASTD
Week 13: November 19 Presentation of Job Analysis Projects ***Please prepare a short
PowerPoint presentation (15 minutes) ***
*** draft Job Analysis report due ****
November 26 No class = Thanksgiving Holiday ***** BUT -- **Job
Analysis
REPORT due ***
Week 14: December 3 continue
reports
Week 15: December 10 ***Final Take Home Exam due in Sakai***
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:
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.
REFERENCES
No
1Anderson, 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)
2Baranowski, L. E., & Anderson, L. E. (2005). EXAMINING RATING SOURCE
VARIATION IN WORK BEHAVIOR TO KSA LINKAGES. Personnel Psychology. 58,
1041-1054.
3Cascio, W. F. (1991). Job analysis. (Chapter 10). Applied Psychology in Personnel
Management (4th ed.). Englewood Cliffs, NJ: Prentice-Hall.
4Chang, I.,& Kleiner, B. H. (2002). How to conduct job analysis effectively. Management
Research News. Vol.25, Iss. 3; pg. 73-81.
5Cunningham, J. W. (1996). Generic job descriptors: A likely direction in occupational
analysis. Military Psychology, 8 (3), 247-262. (validity generalization)
6Gatewood R. D., & Feild, H. S. (1994). Human Resource Selection (3rd Ed.) (Chapter 7,8, &
9). Fort Worth, TX: Dryden Press.
7Goldstein, I. L., Zedeck, S., & Schneider, B. (1993). An exploration of the job-analysiscontent validity process. In N. Schmitt & W. C. Borman (Eds.), Personnel selection in
organizations. San Francisco, CA: Jossey-Bass. (physical fidelity; psychological
8Guion, R.M. (1998). Assessment, measurement, & prediction for personnel decisions (pp. 57102). Mahwah, NJ: Lawrence Erlbaum. (detail versus generality; O*NET; strategic job
analysis; caveats of job analysis)
9Harvey, 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.
10Hedge, 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.
11Jeanneret, R., & Strong, M. H. (2003). Linking O*NET job analysis information to job
requirement predictors: An O*NET application. Personnel Psychology. 56, 465-492.
12Lawler, E.E. (1994). From job-based to competency-based organizations. Journal of
Organizational Behavior, 15, 3-15.
13Levine, 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.
(required to read)
14Lievens, 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.
15Lindell, 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, 769776.
16Maurer, 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)
17McClelland, D.C. (1998). Identifying competnecies with behavioral event interviews.
Psychological Science, 9(5), 331-339. (patterns of competencies; "tipping points";
competency algorithm; critical incidents)
18McCloy, 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)
19Morgeson, F. P., & Campion, M. A. (1997). Social cognitive sources of potential inaccuracy
in job analysis. Journal of Applied Psychology, 82 (5), 627-655.
20Morgeson, 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.
21Pearlman, K. (1980). Job families: A review and discussion of their implications for personnel
selection. Psychological Bulletin, 87 (1), 1-28. (validity generalization)
22Peterson, 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.
23Peterson, 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.
24Rodriguez, 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.
25Sanchez, J.I. & Fraser, S.L. (1992). On the choice of scales for task analysis. Journal of
Applied Psychology, 77(4), 545-553.
26Schippman, 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)
27Schneider, B., & Knoz, A. M. (1989). Strategic job analysis. Human Resource Management,
28(1), 51-63.
28Tannenbaum, R.J., & Wesley, S. (1993). Agreement between committee-based and fieldbased job analyses: A study in the context of licensure testing. Journal of Applied Psychology,
78, 975-980.
29Truxillo, 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.
30Williams, 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)
31Wilson, M. A., Harvey, R. J., & Macy, B. A. (1990). Repeating items to estimate the testretest reliability of task inventory ratings. Journal of Applied Psychology, 75, 158-163.