1
Job Analysis
BREAKING A JOB DOWN INTO ITS CORE COMPONENTS
Job Analysis 2
The systematic process that determines the important tasks of
a job and the attributes necessary to successfully perform a
job
Includes gathering, documenting, and analyzing:
Work content (tasks, responsibilities, or outputs)
Workerattributes related to its performance
(knowledge, skills, abilities, personal characteristics or
KSAOs)
Contextin which work performed (e.g., physical and
psychological conditions)
Uses of Job Analysis 3
Organizing Job evaluation Engineering design Vocational guidance
Strategic workforce Recruitment Work design Re ha bilitatio n co unse ling
planning
Selection Methods improvement Systems for classifying jobs or work
Role definition
Placement Safety HR research
0 rientation
Training and development
Performance management
Promotions and transfers
Career-path planning
Labor relations
Cascio & Aguinis, Applied Psychology in Talent Management, Be.© SAGE Publishing, 2019.
Why Being Systematic Matters: 4
An Example
Marine Corps Announces Formal Opening of Infantry Jobs to
Should women be allowed in
Women
D ~ CJ BI D ..J 310 comments
combat roles?
All Combat Roles Now Open to Women, Defense Secretary Says
By MATTHEW ROSENBERG and DAVE PHILIPPS DEC. 3, 2015
RELATED COVERAGE
Current Issues Relevant to IO Psychology
5
Should women be allowed in combat
TH RAND OG
roles?
Should women be allowed in combat roles? 6
Figure S.1
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Job Analysis & Employment 7
Litigation
Competent job analysis does not guarantee validity, but absence
of credible job analysis could be very damaging
SIOP Principles (2018) clarify appropriate practices
[Link]
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Goal of Job Analysis When used for
selection: Identifying KSAOs
Knowledge
Collection of discrete, related facts & information about
a particular domain
Skill (e.g., computer or interpersonal skills)
Practiced act, what a person is able to do on the job
Ability
Stable capacity to engage in a specific behavior,
capacity to learn a skill (e.g. cognitive ability, physical
ability, psychomotor ability)
Other characteristics: interests, personality, etc.
Role of Job Analysis in Assessment 9
Development
Identification
Job Analysis of Assessment
of KSAOs
Devices
Pt. 1: What is JA?
Competency Modeling 10
Identifies characteristics desired across all individuals & jobs
within an organization – rather than within specific roles
Connects individuals with organizational viability & profitability
Natural extension of job analysis logic, rather than a
replacement
Pt. 1: What is JA?
Example: Intel 11
Taking risks & challenging the status quo
Emphasizing quality by setting high goals
Demonstrating discipline in project planning, meeting
commitments, and conducting business with a high level of
integrity
Pt. 1: What is JA?