Methods of collecting job information

questionairres, interviews with incumbants, direct observation of incumbents, diaries, documentation, recordings of job activities

Sanchez disadvantages of incumbent job analysis
- takes up time of large numbers of incumbents
- incumbents not always motivated to conscientiously rate jobs
- rating instructions and survey format not always well understood
- no empirical evidence to suggest that incumbents are most qualified to ensure valid job information

Validity and reliability of job analysis data

often result of subjective judgement and thus can lead to inaccuracy

Morgeson and Campion 2 types of inaccuracy
1- social innacuracy;
- social influence processess (conformity pressures)
- self presentation processes (social desirability)
2- cognitive innacuracy;
- limitations in information processing systems (info overload)
- biases in info processing systems

leads to 6 effects of job analysis
-interrater reliability
- interrater agreement
-discrimination between jobs
- dimensionality of factor structures
- mean ratings
- completness of job information

Collecting work related info

Harvey taxonomy of job analysis methods based on
- specificty of job anlysis information
- degree to which items are rated ona common metric

Specifity of information degree of behaviour and technological detail proided by job descriptor items. has an effect on possibiltiy of cross job comparisons. Job analysis data in terms of a high level of behaviours specificity (e.g task statements) makes cross-job comparisons very difficult, if not impossible

2nd construct comprised of;
- cross-job relative ( scales related to each other within job)
- within job relative (items rated relative to other items)
- qualitative ratings (often no standard)

combination of three levels of both dimensions leads to 9 categories, most of the standarised questionaires belong to category that combines moderate behaviours specidicity and within job relative scales (e.g PAQ position analysis questionairre)

Harvey argues against the use of instruments that do not allow cross job comparssions, as these instruments i limited in job classification, career planning placement and other personnel activities

	Erstellt von Elliott Davis vor etwa 12 Jahre

HR