Job Analysis

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Definition of job analysis

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-the act of systematically studying and recording the tasks, interactions, and methods involved in performing a job
-process to identify in detail the particular job duties/requirements of a given job
-analysis is conducted on the job, not the person

Front 2

Job analysis includes:

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-worker activities & functions
-how work is done
-results of work
-worker characteristics: skills, knowledge, abilities, and adaptabilities needed to accomplish tasks involved
-context of the work

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Purpose of Job Analysis

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-to establish and document the "job relatedness" of employment procedures such as training, selection, compensable job factors, and performance appraisal

Front 4

Definition of "job"

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a single position or group of positions at one establishment, whose major work activities and objectives are similar in terms of woker actions, methodologies, materials, products, and/or worker characteristics; and whose array of work activities differs signficantly from other positions

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Definition of "task"

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a grouping of elements and work activities of a job that have a common purpose and are closely related in terms of methodologies, materials, products, services, and types/sequences of worker actions

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Definition of "element"

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the smallest step into which it is practicable to subdivide a work activity for purposes of a job description; it is a component of a task

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Assessing compensable job factors involves reviewing:

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-Skills: Experience, Education, Ability
-Responsibilities: fiscal, supervisory
-Effort: Mental, Physical
-Working conditions: location, hazards, extremes in environment

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Determining training needs of a job involves reviewing:

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-training content
-assessment tests to measure effectiveness of training
-equipment to be used in delivering the training methods of a training

Front 9

Assessing Selection Procedures of a job involves reviewing:

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-job duties that should be included in advertisements for vacant positions
-appropriate salary level for position to help determine what salary should be offered to the candidate
-min. requirements in education and experience
-interview questions
-selection tests/instruments
-applicant appraisal/evaluation forms

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Job analysis is used in performance reviews to develop:

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-goals and objectives
-performance standards
-evaluation criteria
-length of probationary periods
-duties to be evaluated

Front 11

Job analysis is used by VR counselors:

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-to determine whether the task is essential to the job providing information about whether removing the function causes an occasional inconvenience or fundamentally alters the job

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The field of VR uses job analysis:

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to determine the physical requirements of a job to determine whether an individual who has a disability can perform the job with or without some accommodation

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2 Reasons Job Analyses are typically conducted:

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1. to learn more about particular jobs for future consumers
2. to critically analyze a job with a particular consumer in mind

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Job analyses are the primary means of determining:

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the essential functions of a job

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Essential functions of a job are

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-the fundamental job duties of the employment position the individual with the DA holds or desires

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A job function is considered essential if

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-the function is essential bc the reason the position exists is to perform that function
-the function is essential bc of the limited number of employees available amont whom the performance of that job can be distributed to
-the function may be highly specialized so that the person in the position is hired for his or her expertise or ability to perform that particular function

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Steps in Job Analysis include:

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1. Conduct background research on the industry and occupation
2. Select a business or industry (determined by purpose of the job analysis, type of product or service, number of employees, number of rep. jobs likely to be found in the establishment, location, and policy/history of the establishment in allowing previous studies
3. Contact the establishment
4. Hold initial meeting with the company representative
5. Tour the facility
6. Conduct the job analysis

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Various methods of conducting a job analysis include:

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-questionnaires
-work diaries/logs
-worker task inventories
-interviews
-observations
-observation interviews