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Analyzing and Documenting Your Job Analysis What do we do with all this information???

Analyzing and Documenting Your Job Analysis What do we do with all this information???. Method Sample Results Quantitative vs. qualitative. Available Guidance. Uniform Guidelines on Employee Selection Procedures ( www.uniformguidelines.com )

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Analyzing and Documenting Your Job Analysis What do we do with all this information???

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  1. Analyzing and Documenting Your Job AnalysisWhat do we do with all this information??? • Method • Sample • Results • Quantitative vs. qualitative

  2. Available Guidance • Uniform Guidelines on Employee Selection Procedures (www.uniformguidelines.com) • Principles for the Validation and Use of Personnel Selection Procedures (published by the Society for Industrial and Organizational Psychology)

  3. Method • How did you collect the data? • Interviews • Observation • Questionnaire • Other • What was your procedure? Was it consistent across events? • Include any documents used as part of the process • Interview/observation protocols • Task questionnaires

  4. Sample • Who provided the job information? • Who did you talk to, observe, interview? • Are these people representative of your population as a whole? • Provide demographic information as relevant, while still protecting identity of respondents.

  5. 2005 Study:Questionnaire Response • 79% (226) of the FBN workforce responded to the questionnaire !!! • Responses were evenly distributed across the bureaus, grades and tenure groups. • Distribution of responses, tracking to particular job categories, made sense compared with current bureau staffing information.

  6. Gender

  7. Tenure

  8. Bureau

  9. Results • What are the important tasks and/or KSAOs for your purpose? • How do you know that? • Provide information that will allow the audience to determine if they agree with your assessment. • With quantitative data, present at least means and standard deviations. • Thoughts on determining and presenting results with qualitative data?

  10. Example Descriptive Stats Note: Criticality scores (2*I + F) should range from 3-15.

  11. Another example: larger sample size

  12. Task Category Ratings by Cluster

  13. Task Category Ratings by Cluster

  14. Task Category Ratings by Cluster

  15. Task Category Ratings by Cluster

  16. Level of Agreement • Important part of presenting results. • If you have low agreement, need to determine the source • Error? • Real variance? • Are there individual characteristics related to the variance (for example, experience) • Quantitative vs. qualitative approaches

  17. Job Descriptions • First product that is often developed from job analysis data • Should be fairly short and contain • Job title • Job summary • Duties and tasks • Qualifications • Work conditions • Stability of job descriptions

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