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PSYCH304: Industrial/Organizational Psychology

Unit 2: Job Analysis and Evaluation   An individual analyzes a job or career (i.e. performs “job analysis”) by identifying the components and requirements of that job and determining whether he will be able to fulfill his own desires and exercise his unique abilities in that position. Employers, on the other hand, use job analysis in order to accurately describe job responsibilities and outline the attributes and skills best suited to their performance. If employers are incompetent with job analysis, they will likely face problems with personnel recruitment, having implemented standards that are either too low or too high. This unit will discuss these matters in greater detail.

Unit 2 Time Advisory
This unit should take you 13.5 hours to complete.

☐    Subunit 2.1: 2 hours

☐    Subunit 2.2: 3.5 hours

☐    Subunit 2.3: 2 hours

☐    Subunit 2.4: 3 hours

☐    Subunit 2.5: 3 hours

Unit2 Learning Outcomes
Upon successful completion of this unit, the student will be able to:

  • define job analysis and a variety of methods to gather data;
  • identify the difference between focusing on person vs. job requirements;
  • list the functions of a job analysis;
  • write a job description using one or more job classification systems; and
  • explain the functions of wage and salary with relation to job analysis.

2.1 Job Analysis   2.1.1 Purpose of a Job Analysis   - Assessment: WorldatWork Society of Certified Professionals: “Test Your Knowledge: Job Analysis, Documentation, & Evaluation” Link: WorldatWork Society of Certified Professionals: “Test Your Knowledge: Job Analysis, Documentation, & Evaluation” (HTML)
 
Instructions: Take this quiz once you have completed the readings for this subunit. Submit your results by clicking on the “Get Results” button on the bottom of the webpage. Immediate results and correct answers will appear.
 
Terms of Use: Please respect the copyright and terms of use displayed on the webpage above.

  • Reading: Human Resource Guide: “Job Analysis Overview” Link: Human Resource Guide: “Job Analysis Overview” (HTML)
     
    Instructions: Read the article in its entirety. You will be introduced to a variety of interview methods and how certain aspects of jobs are analyzed. In addition, you will learn about structured interviews and expected interview outcomes. This reading will cover subunits 2.1.1-2.1.4.
     
    Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

2.1.2 Aspects of Job Analyzed   Note: This topic is covered in the reading under subunit 2.1.1.

2.1.3 Structured Interviews   Note: This topic is covered in the reading under subunit 2.1.1.

2.1.4 Interview Outcomes   Note: This topic is covered in the reading under subunit 2.1.1.

2.2 Person/Worker Oriented Analysis   2.2.1 Focus on the Attributes of the Person Rather Than the Job Requirements   - Lecture: Eastern Illinois University: Professor S.J. Scher’s “Job Analysis Outline” Link: Eastern Illinois University: Professor S.J. Scher’s “Job Analysis Outline” (Microsoft Word)
 
Instructions: Click on the “JobAnalysis.outline.doc” hyperlink to open up the Word document. Read the 17 page presentation in its entirety. This presentation will familiarize you with the difference between person/worker/function analysis and how to define knowledge, skills, and abilities in terms of competencies. This reading will cover subunits 2.2.1-2.2.7
 
Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

2.2.2 Knowledge   Note: This topic is covered in the reading under subunit 2.2.1.

2.2.3 Skill   Note: This topic is covered in the reading under subunit 2.2.1.

2.2.4 Abilities   Note: This topic is covered in the reading under subunit 2.2.1.

2.2.5 The Importance and Definition of Competencies   Note: This topic is covered in the reading under subunit 2.2.1.

2.2.6 Transferring Knowledge, Skill and Abilities From Job to Job   Note: This topic is covered in the reading under subunit 2.2.1.

2.2.7 The Combination of Person/Worker Oriented Analyses and Job-Oriented Analyses: Not Always Separate   Note: This topic is covered in the reading under subunit 2.2.1.

2.3 Functions of Job Analysis   2.3.1 Identifying Essential Job Functions   - Reading: Job Accommodation Network: “Determining Essential Job Functions” Link: Job Accommodation Network: “Determining Essential Job Functions” (HTML)
 
Instructions: Read the webpage in its entirety. This reading will cover subunits 2.3.1-2.3.3.
 
Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

2.3.2 Describe the Physical and Mental Performing Elements   Note: This topic is covered in the reading under subunit 2.3.1.

2.3.3 Job Worksheet   Note: This topic is covered in the reading under subunit 2.3.1.

2.4 Writing a Job Description   2.4.1 Titling the Job Accurately   - Reading: Human Resource Guide: “Job Analysis: Job Classification Systems” Link: Human Resource Guide: “Job Analysis: Job Classification Systems” (HTML)
           
Instructions: Read the entire article on job descriptions. This material will provide many major world resources for locating jobs, job titles, and job descriptions. These resources allow HR departments to pull from certain standards in job descriptions versus rewriting the same descriptions repeatedly. This reading will cover subunits 2.4.1-2.4.6.
 
Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

2.4.2 Dictionary of Occupational Titles   Note: This topic is covered in the reading under subunit 2.4.1. 

2.4.3 Australian Standard Classifications of Occupations   Note: This topic is covered in the reading under subunit 2.4.1. 

2.4.4 O*Net: Occupational Information Network   Note: This topic is covered in the reading under subunit 2.4.1. 

2.4.5 US Standard Occupation Classifications System   Note: This topic is covered in the reading under subunit 2.4.1. 

2.4.6 Major Occupational Groups   Note: This topic is covered in the reading under subunit 2.4.1. 

2.5 Compensation and Job Evaluation   2.5.1 Wage and Salary   - Reading: Society for Human Resource Management: Robert Greene’s “Effectively Managing Base Pay: Strategies for Success” Link: Society for Human Resource Management: Robert Greene’s “Effectively Managing Base Pay: Strategies for Success” (PDF)

 Instructions: Read the article on compensation in its entirety. In
this article, pay equity, market pricing, wage, and salary as it
connects to job evaluation will be addressed. This reading will
cover subunits 2.5.1-2.5.5.  
    
 Terms of Use: Please respect the copyright and terms of use
displayed on the webpage above. 

2.5.2 How to Determine Pay Equity   Note: This topic is covered in the reading under subunit 2.5.1.  

2.5.3 Experience vs. Education vs. Demands   Note: This topic is covered in the reading under subunit 2.5.1.  

2.5.4 Determining the Correct and Applicable Market Factors   Note: This topic is covered in the reading under subunit 2.5.1.  

2.5.5 Legal and Regulatory Issues   Note: This topic is covered in the reading under subunit 2.5.1.  

  • Activity: The Saylor Foundation’s “Unit 2 Practice Problems” Link: The Saylor Foundation’s “Unit 2 Practice Problems” (PDF)

    Instructions: Click on the link above to download the practice problem sets for the course. Complete the problems for Unit 2.