SYLLABUS

University of Baltimore Division of Applied Behavioral Sciences

Job Analysis APPL 651.185

Fall 2016

Instructor: Tom Mitchell, Ph.D.
Phone: (410) 837-5348
Web;Homepage:
Email:TMITCHELL@UBALT .EDU

Class meets:Wednesdays 8:15 - 9:30 PM(Hybrid Class)
Classroom: Business Center: BC 235
Office: Learning Commons, (LC) 411
Office Hours:Mondays & Wednesdays 12-2PM; Wednesdays 4- 5 PM

  • Sakai Logon
  • Fall Academic Calendar
  • Academic Integrity PolicyTurnitin
  • 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.

Student Learning Outcomes

By completion of this course the student will be able to:

(1) Conduct a job analysis to determine the duties, tasks, and KSAOs needed for developing selection, performance appraisal, and compensation systems,

(2) Analyze job analysis data to identify individual differences and position requirements that must be addressed in selection, performance appraisal, training, and compensation systems,

(3) Present the findings from a job analysis to class verbally with graphic visuals..

(4) Write a complete report to be submitted to the organization for which the job analysis was conducted.

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: 978-1-4129-3746-7 See: Brannick et al:

Supplemental 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,

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 projectExample of a good JA project (Pavisic)

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

Web Sources:

  • Internet Resources (from Brannick et al.)
  • for Industrial/Organizational Psychology (see IO related sites) Psychology journals on line
  • SIOP Exchange
  • Society for Human Resources Management
  • Chesapeake Human Resources Association
  • Personnel Testing Council of Washington D.C.
  • Journal of Applied Psychology

Schedule of Dates and Assignments:

Week 1: August 31Chapter 1 IntroductionExercisesReview Questions

  • SHRM Job Analysis Manual pdf
  • SHRM Job Analysis Ppt
  • Job Analysis Methodology (Quirin)

Week 2: September7Chapter 9 Doing a Job Analysis StudyExercisesReview QuestionsResearch Questions

  • 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

 Week 3: September 14Chapter 2 Work Oriented MethodsExercisesReview QuestionsResearch Questions

*** JA proposal overview due in assignment folder *** Assignment of JA projects

 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

  • Article: The Critical Incident Technique in Service Research Dwayne D. Gremler
  • Critical Incidents Method

Week 4: September 21Chapter 3 Worker Oriented MethodsExercisesReview QuestionsResearch Questions

*** Set up projects: meet with agency / company ***

  • 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 JAP.W.Maloney & K. E. Fox
  • 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: Uniformed Patrol Officer
  • Position Analysis Questionnaire (PAQ)

Week 5: September 28Chapter 3 Worker Oriented Methods (con't)

*** Begin JA projects ***

  • 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 6: October 5Chapter 4 Hybrid MethodsExercisesReview QuestionsResearch Questions

  • C-JAM e.g.
  • Review Jobs to be analyzed
  • Critique Job Analysis Reports from past classes
  • Review for Midterm

Week 7:October 12Chapter 5 Management and TeamsExercisesReview QuestionsResearch Questions

  • Guide for Writing Functional Competencies
  • ICF Competency Modeling white paper

Week 8:October 19*** Midterm Exam take home ***due by 8:15 pm in Sakai Assignment folder

NO Class: PTCMW Workshop 1:30 to 5:30 PM: Dr. James Lebreton, Penn State U.
at McCormick & Shmick's Restaurant, Crystal City, VA

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Week 9: October 26Chapter 6 Job Analysis and the Law ExercisesReview QuestionsResearch Questions

*** Job Analysis DRAFT Reports due (if you wish to submit one) ***

Week 10: November 2Chapter 7 Job Description, Performance Appraisal, Evaluation and DesignExercisesReview QuestionsResearch Questions

  • Discussion of inter-judge reliability files in your SAKAI files directory. Please reveiw them before class

Week 11:November 9Chapter 8 Staffing and TrainingExercisesReview QuestionsResearch Questions

  • Chapter 10 The Future of Job AnalysisExercisesReview QuestionsResearch Questions
  • ASVABGATBASTD
    ***Job Analysis Reports due ***

Week 12: November 16Presentation of Job Analysis Projects ***Please prepare a short PowerPoint presentation (5 minutes) ***

November 23**** NO class *** Thanksgiving Holiday ***

Week 13: November 30Presentation of JA Reports(continued)

Week 14:December 7PTC Fall EVENT at George Washington University??? 2 - 7 PM

Week 15: December 14***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:

No
1 / Anderson, 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)
2 / Baranowski, L. E., & Anderson, L. E. (2005). EXAMINING RATING SOURCE VARIATION IN WORK BEHAVIOR TO KSA LINKAGES. Personnel Psychology. 58, 1041-1054.
3 / Cascio, W. F. (1991). Job analysis. (Chapter 10). Applied Psychology in Personnel Management (4th ed.). Englewood Cliffs, NJ: Prentice-Hall.
4 / Chang, I.,& Kleiner, B. H. (2002). How to conduct job analysis effectively. Management Research News. Vol.25, Iss. 3; pg. 73-81.
5 / Cunningham, J. W. (1996). Generic job descriptors: A likely direction in occupational analysis. Military Psychology, 8 (3), 247-262. (validity generalization)
6 / Gatewood R. D., & Feild, H. S. (1994). Human Resource Selection (3rd Ed.) (Chapter 7,8, & 9). Fort Worth, TX: Dryden Press.
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.
7 / Goldstein, I. L., Zedeck, S., & Schneider, B. (1993). An exploration of the job-analysis-content validity process. In N. Schmitt & W. C. Borman (Eds.), Personnel selection in organizations. San Francisco, CA: Jossey-Bass. (physical fidelity; psychological
8 / Guion, R.M. (1998). Assessment, measurement, & prediction for personnel decisions (pp. 57-102). Mahwah, NJ: Lawrence Erlbaum. (detail versus generality; O*NET; strategic job analysis; caveats of job analysis)
9 / Harvey, 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.
10 / Hedge, 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.
11 / Jeanneret, R., & Strong, M. H. (2003). Linking O*NET job analysis information to job requirement predictors: An O*NET application. Personnel Psychology. 56, 465-492.
12 / Lawler, E.E. (1994). From job-based to competency-based organizations. Journal of Organizational Behavior, 15, 3-15.
13 / Levine, 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.
14 / Lievens, 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.
15 / Lindell, 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, 769-776.
16 / Maurer, 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)
17 / McClelland, D.C. (1998). Identifying competnecies with behavioral event interviews. Psychological Science, 9(5), 331-339. (patterns of competencies; "tipping points"; competency algorithm; critical incidents)
18 / McCloy, 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)
19 / Morgeson, F. P., & Campion, M. A. (1997). Social cognitive sources of potential inaccuracy in job analysis. Journal of Applied Psychology, 82 (5), 627-655.
20 / Morgeson, 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.
21 / Pearlman, K. (1980). Job families: A review and discussion of their implications for personnel selection. Psychological Bulletin, 87 (1), 1-28. (validity generalization)
22 / Peterson, 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.
23 / Peterson, 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.
24 / Rodriguez, 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.
25 / Sanchez, J.I. & Fraser, S.L. (1992). On the choice of scales for task analysis. Journal of Applied Psychology, 77(4), 545-553.
26 / Schippman, 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)
27 / Schneider, B., & Knoz, A. M. (1989). Strategic job analysis. Human Resource Management, 28(1), 51-63.
28 / Tannenbaum, R.J., & Wesley, S. (1993). Agreement between committee-based and field-based job analyses: A study in the context of licensure testing. Journal of Applied Psychology, 78, 975-980.
29 / Truxillo, 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.
30 / Williams, 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)
31 / Wilson, M. A., Harvey, R. J., & Macy, B. A. (1990). Repeating items to estimate the test-retest reliability of task inventory ratings. Journal of Applied Psychology, 75, 158-163.