Worker-oriented job analysis or job specification deals with the necessary knowledge, skills, and abilities/attributes to successfully complete the job. A job analysis can help in writing or re-writing a job description that includes clear competencies, attributes, training, and supervision needs. Click to see full answer.
What is a worker-oriented job analysis?
In a worker-oriented job analysis, the skills are inferred from tasks and the skills are rated directly in terms of importance of frequency. This often results in data that immediately imply the important KSAOs.
What is job analysis and its uses?
• Job Analysis can focus on the job, on the worker, or both. – Job Oriented: focus on work activities – Worker-oriented: focus on traits and talents necessary to perform the job – Mixed: looks at both. Uses of Job Analysis. • Information from a job analysis is used to assist with.
What is the job-oriented approach?
The job-oriented approach mainly focuses on the job outcomes and factors facilitating these outcomes. This approach essentially forms the reasons for the existence of a particular job.
What is the functional job analysis method?
This method is a comprehensive approach to job analysis. FJA considers: – training content. A functional definition of what is done in a job can be generated by examining the three components of data, people, and things.
What is worker oriented?
Worker-oriented methods are focused on the person and their experience and perception. Interview: the incumbent is questioned about the job. Critical Incident Technique: find successful and unsuccessful behaviors in key incidents. Repertory Grid: Finding similarities and differences and hence constructs.
What is the difference between task-oriented and worker oriented job analysis?
Compared to task-oriented techniques, worker-oriented techniques focus less on the specific tasks done on a job and more on the human characteristics that contribute to successful job performance (Sackett & Laczo, 2003).
How do you perform task-oriented job analysis?
STEP 1: COLLECT INFORMATION ABOUT THE JOB. A good place to start is by reviewing materials that describe the work performed on the job. ... STEP 2: LIST THE TASKS. ... STEP 3: IDENTIFY THE CRITICAL TASKS. ... STEP 4: IDENTIFY THE CRITICAL COMPETENCIES.
Is a worker oriented job analysis Mcq?
Job analysis is a formal and detailed study of ______________....Q.______________ is a worker oriented job analysis.B.job descriptionC.job analysisD.job seekingAnswer» a. functional job analysis1 more row
What is the difference between job analysis and worker analysis?
The out- come, however, is different. Job analysis identifies tasks and duties, where- as work analysis identifies potential new jobs and a need to reorganize and restructure.
What is the best job analysis method?
The most effective technique when collecting information for a job analysis is to obtain information through direct observation as well as from the most qualified incumbent(s) via questionnaires or interviews.
What is job analysis and its example?
Expected performance levels are often specified during a job analysis. Information obtained from a job analysis can be used to develop performance appraisal forms. An example of a job analysis-based form would be one that lists the job's tasks or behaviors and specifies the expected performance level for each.
What is employee oriented leader?
An employee-oriented leadership style leads to a work environment where the leader acts like a sports coach, helping identify strengths and weaknesses and developing strategies for improvement. Affiliative leaders seek to be part of the team-building communications and open dialogue.
What means job enlargement?
The definition of job enlargement is adding additional activities within the same level to an existing role. This means that a person will do more, different activities in their current job. For example, an employee who will now also manage her own planning where this was formerly done by her manager.
Which is not a part of job analysis?
Performance appraisal is not offered in a job analysis. Performance appraisal means systematic evaluation of the personality and performance of each employee by his supervisor or some other person trained in the technique of merit rating.
What is task analysis Mcq?
Task Analysis breaks down a job into observable steps. We are able to know what knowledge and learning content are needed. We can focus on skills needed to perform the task/job.
What is the most commonly used work oriented method for describing what a worker does?
Several work-oriented methods have been developed, including task analysis , functional job analysis, and the critical incident technique. Task analysis is perhaps the most commonly used work-oriented method for describing what a worker does.
What is task analysis?
Task analysis involves a comprehensive listing of all the tasks performed in a job, such that a task is defined as a collection of related elements performed closely in time. Tasks have an identifiable beginning and end and are directed toward the achievement of specific job objectives. Once all the tasks are identified, they are typically placed into a job analysis survey and rated by workers and supervisors in a variety of ways, including how frequently the task is performed, how important the task is to the job, and whether it is important to be able to perform the task as soon as one starts on the job. Because the tasks performed are typically unique to a given job, separate task analyses need to be conducted for each job.
What is the O*NET system?
The O*NET was designed with several features in mind: (a) the inclusion of multiple descriptors or content domains to capture the range of ways in which work can be described, (b) the development of cross-job descriptors to enable comparisons between different jobs, and (c) the use of a taxonomic approach to occupational classification to enable exhaustive coverage within a content domain. Using these principles, a content model was developed that identified six content domains and specific categories within each domain.
Why is it important to collect data from both workers and supervisors?
It is often a good idea to collect data from both workers and supervisors because of their different perspectives on the job.
What is a work oriented job?
Worker-oriented job analysis or job specification deals with the necessary knowledge, skills, and abilities/attributes to successfully complete the job. Task-oriented job analysis, sometimes called work-oriented job analysis, is concerned with what the employees does (relevant job-related behaviors) and how it is done (required machinery, tools, ...
What is job analysis?
The job analysis process involves collecting detailed information about the duties, responsibilities, skills, competencies, [2] required outcomes, and work environment of a particular job.
What are the characteristics of a worker?
4. Worker traits: Aptitudes, educational and vocational training, and personal traits required of the worker. 5. Physical Demands: Job requirements such as strength, observation, and talking.
How does job analysis help?
A job analysis can assist in the recruitment or retention process by clarifying what type of individual is best suited for a position and what supports are needed by staff in order to be effective in the position. A job analysis can help in writing or re-writing a job description that includes clear competencies, attributes, training, ...
What are the functions of a worker?
1. Worker functions: The relationship of the worker to data, people, and things. 2. Work fields: Techniques used to complete the tasks of the job. This also includes the machines, tools, equipment, and work aids that are used in the job. 3.
Is competency modeling the same as job analysis?
Some experts are now suggesting that Competency Modeling, which is similar to Job Analysis, may be more advantageous depending on the organization’s needs. For more information, review the article, Competency Modeling and Job Analysis. A job analysis can assist in the recruitment or retention process by clarifying what type ...
What is cognitive task analysis?
Cognitive task analysis is a worker-oriented approach that differs in severalways from the other methods we discuss in this chapter. Cognitive task analy-sis is the most recently developed of the methods described in this chapter.Applications began in the 1990s. Cognitive task analysis has its roots in cogni-tive psychology and cognitive science. Cognitive science is something of ablend of cognitive psychology, computer science, engineering, and philosophythat aims to understand the mind by producing models of mental activity.Cognitive scientists have become very interested in expertise. To study exper-tise, they typically take a task into the laboratory and have novices and expertscomplete it. They infer the mental activities that experts use to complete tasks,including strategies, processes, knowledge, and so forth. They then usually writecomputer programs that are intended to imitate what experts do.Also unlike most of the other worker-oriented methods, cognitive taskanalysis does not refer to a specific set of traits or elements used to under-stand the human abilities required by work. Rather, cognitive task analysis
Why is cognitive task analysis difficult to discuss?
Because cognitive task analysis is not one but rather many different analy-ses, it is difficult to discuss reliability and validity as one would for a single pro-cedure in which the steps and materials are set. However, Seamster et al. (1997)have noted that the results may vary depending on the method used and the particular experts studied. They noted that because cognitive task analysisfocuses on experts, it is necessary to study actual experts during the study;that is, the SMEs selected for the study must be able to perform the job at con-sistently superior levels. They recommended using at least two different mea-sures of expertise (for example, time in job, measures of superior performance,peer nominations) to choose the SMEs for the study. They did not provide aminimum number of SMEs to use in a given study. However, because cognitive
Who developed the J-coefficient?
The J-coefficient (job coefficient) was developed by Primoff in the 1950s.Perhaps because most of Primoff ’s writings were published by the U.S. gov-ernment rather than in the typical academic journals, his ideas were neverwidely adopted. However, his intuitions about the way job elements and testsare related turn out to have an elegant mathematical basis that few scholarshave pursued. We present the basic ideas without the elegant mathematics (butwe do, of course, provide references for those with a thirst for a deeper under-standing of the issues).
Why do managers watch job analysis?
Managers or job analysts using other methods may watch parts of a job being performed to gain a general familiarity with the job and the conditions under which it is performed. Multiple observations on several occasions also will help them use some of the other job analysis methods more effectively.
Why is managerial job analysis important?
MANAGERIAL JOB ANALYSIS. Because managerial jobs are different in character from jobs with clearly observable routines and procedures, some specialized methods have evolved for their analysis.
What is the most commonly used method of gathering data on jobs?
For these reasons, combining the interview with one of the other methods is suggested. Questionnaires : The questionnaire is a widely used method of gathering data on jobs.
What is work sampling?
Work sampling is particularly useful for routine and repetitive jobs. EMPLOYEE DIARY/LOG Another method requires that employees “observe” their own performances by keeping a diary/log of their job duties, noting how frequently. they are performed and the time required for each duty.
Why is observation method limited?
Use of the observation method is limited because many jobs do not have complete and easily observed job duties or complete job cycles. Thus, observation may be more useful for repetitive jobs and in conjunction with other methods.
How does the critical incident method differ from direct observation and work methods analysis?
The critical incident method differs from direct observation and work methods analysis in that observations of behavior are not recorded as the behavior occurs, but only after the behavior has been judged to be either particularly effective or ineffective in terms of results produced.
Does a job analysis have to be approved by the courts?
No specific job analysis method has received the stamp of approval from the various courts in all situations. Therefore, in dealing with issues that may end up in court, care must be taken by HR specialists and those doing the job analysis to document all of the steps taken.
What is job oriented approach?
The job-oriented approach mainly focuses on the job outcomes and factors facilitating these outcomes. This approach essentially forms the reasons for the existence of a particular job. For instance, the activities a receptionist is expected to execute and how they could contribute to the organization’s objectives are the discussants in this approach.
What is the first step in interviewing an employee?
The first step requires the HR manager to obtain the description of the official as well as existing positions. Examine the organisation charts closely and decide on the employee having recently filled the position to be interviewed, especially in cases when the position requirements have not changed and the employee has efficiently performed the job responsibilities and met your expectations.
What are the characteristics of a worker oriented job?
These human attributes have been commonly classified into four categories: knowledge, skills, abilities, and other characteristics (KSAO). Knowledge is the information people need in order to perform the job. Skills are the proficiencies needed to perform each task. Abilities are the attributes that are relatively stable over time. Other characteristics are all other attributes, usually personality factors. The KSAOs required for a job are inferred from the most frequently-occurring, important tasks. In a worker-oriented job analysis, the skills are inferred from tasks and the skills are rated directly in terms of importance of frequency. This often results in data that immediately imply the important KSAOs. However, it can be hard for SMEs to rate skills directly.
What is job analysis?
Job analysis is the important process of identifying the content of a job in terms of activities involved and attributes needed to perform the work and identifies major job requirements. Job analysis was conceptualized by two of the founders of industrial/organizational psychology, Frederick Taylor and Lillian Moller Gilbreth in the early 20th century. Job analyses provide information to organizations which helps to determine which employees are best fit for specific jobs. Through job analysis, the analyst needs to understand what the important tasks of the job are, how they are carried out, and the necessary human qualities needed to complete the job successfully. The process of job analysis involves the analyst describing the duties of the incumbent, then the nature and conditions of work, and finally some basic qualifications. After this, the job analyst has completed a form called a job psychograph, which displays the mental requirements of the job. The measure of a sound job analysis is a valid task list. This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations. Subject matter experts (incumbents) and supervisors for the position being analyzed need to validate this final list in order to validate the job analysis. Job analysis is crucial for first, helping individuals develop their careers, and also for helping organizations develop their employees in order to maximize talent. The outcomes of job analysis are key influences in designing learning, developing performance interventions, and improving processes. The application of job analysis techniques makes the implicit assumption that information about a job as it presently exists may be used to develop programs to recruit, select, train, and appraise people for the job as it will exist in the future.
What is job simplification?
Job simplification is a design method whereby jobs are divided into smaller components and subsequently assigned to workers as whole jobs. Simplification of work requires that jobs be broken down into their smallest units and then analysed. Each resulting sub-unit typically consists of relatively few operations. These subunits are then assigned to the workers as their total job. Many fast food restaurants such as McDonald's, Burger King and Nirula's use simplification because employees can learn tasks rapidly; short work cycles allow task performance with little or no mental effort and low-skilled and low-paid employees can be hired and trained easily.
What is job design?
A better job performance also requires deciding on sequence of job contents. This is called 'job design'. Job design is a logical sequence to job analysis. In other words, job design involves specifying the contents of a job, the work methods used in its performance and how the job relates to other jobs in the organization.
What is job evaluation?
job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure.
What is the next step in the job analysis process?
Regardless of which approach to job analysis is taken, the next step in the process is to identify the attributes—the KSAOs that an incumbent needs for either performing the tasks at hand or executing the human behaviors described in the job analysis.
What is the job of a snow cat operator?
For the job of a snow-cat operator at a ski slope, a work or task-oriented job analysis might include this statement: Operates Bombardier Sno-cat, usually at night, to smooth out snow rutted by skiers and snowboard riders and new snow that has fallen. On the other hand, a worker-oriented job analysis might include this statement: Evaluates terrain, snow depth, and snow condition and chooses the correct setting for the depth of the snow cat, as well as the number of passes necessary on a given ski slope.
The Basics
- Put simply, a person-oriented job analysis is when a company breaks down a job based on the human elements that are needed to be successful in that role. It is different from a task-oriented analysis, where employers focus more on the duties that the job entails. A person-oriented approach takes into account skills, individual ability, knowledge, i...
Why Fit Is Critical
- Many employers are starting to take a more person-oriented approach to analyze their job openings because the right fit is so critical for job satisfaction, smooth business operations, and employee retention. Fit not only takes into account skills and experience but the key personality traits of someone who will be most successful in this role. It includes their ability to do the job s…
Advantages and Disadvantages
- There are a number of key advantages, and a few drawbacks, to this type of job analysis. A potential advantage to a more person-oriented job analysis is that less focus may be placed on candidates’ education, which is not always an indicator of whether someone will excel in the role. New employees who fit in well are not as likely to leave, which would force the company to start …
How to Write A Good Job Description
- The ultimate goal of conducting a person-oriented job analysis is usually to draft a job description for the company’s records and for use in hiring. It is important to be transparent in a job description because not only will new employees feel misled about the nature of the job but could also potentially get a company in legal trouble with Fair Labor Standards Act compliance. Forbe…
Work-Oriented Job Analysis Methods
- Several work-oriented methods have been developed, including task analysis, functional job analysis, and the critical incident technique. Task analysis is perhaps the most commonly used work-oriented method for describing what a worker does.
Worker-Oriented Job Analysis Methods
- Several worker-oriented methods have been developed, including the Position Analysis Questionnaire (PAQ), the job element method, and the ability requirements scales. The PAQ has been the most researched and implemented worker-oriented method.
Hybrid Job Analysis Methods
- Hybrid methods use elements of both work- and worker-oriented job analyses. Examples include the Occupational Information Network, the combined job analysis method, and the Multimethod Job Design Questionnaire. The Occupational Information Network (or O*NET) is the U.S. Department of Labor’s replacement for the Dictionary of Occupational Titles (DOT). As such, in …