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L4: Job Analysis and Performance (Job Analysis (Role of Job Analysis in…
L4: Job Analysis and Performance
Introduction
Effectiveness (output)
Productivity
Performance (input)
PERFORMANCE
Campbell's Model of Job Performance
3 Determinants
Procedural Knowledge
Motivation (not street-smart)
Declarative Knowledge
8 Performance Components
Maintaining Personal discipline*
Facilitation peer and team performance
Demonstrating Effort*
Supervision and leadership
Written and Oral Communication task prof
Management and administration
Job-specific* / non-job-specific proficiency
Extension of it
Task Performance
- abilities / knowledge
Contextual Performance
(OCB) - personality
Personal Support
Organisational Support
Conscientiousness initiative
Maximum VS. Typical Performance
Maximum
Influenced by Cognitive ability and declarative (formal) knowledge
Goal Setting helps increase maximum
Important demands
Typical
Unimportant demands
Influenced by personality
Low confidence negatively impacts maximum
Criterion Deficiency and Contamination
(TO)
Observed criterion
C&C
Criterion Deficiency
Criterion Contamination
Ultimate (theoretical) criterion
Constraints of Performance
Hierarchical Model of Deviance (Sackett & DeVore)
Interpersonal Deviance
Organisational Deviance
Property deviance
Production deviance
Proactive Work Behaviour (personal initiative)
Counterproductive Work Behaviours
Absenteeism
Dishonesty
Sabotage
Other Types of Performance
Adaptive Performance (8 dimensions)
Expert Performance
Job Analysis
Role of Job Analysis in Assessment
Job Analysis Process: Job Analysis > Identify KSAO > Develop Assessment Devices
How is Job Analysis done: Subject-matter expert > Collect data on them (various methods)
Other Methods
Electronic Performance Monitoring
Cognitive Task Analysis
(thinking aloud protocol + break down job into measurable units)
Personality-related position requitements form (PPRF)
Types of Job Analysis
Task-oriented
Worker-oriented
KSAOs
Skills
Abilities
Knowledge
Other Abilities
Task Generation (what is a task?)
Uses of Job Analysis
Definition
Competency Modelling (broad framework)
Job evaluation, comparable worth, law
Comparable Worth: Worth from performing jobs = pay
Job Analysis & Employment Litigation
Competent job analysis = doesn't gurantee validity
But no job analysis = damaging
Job Evaluation (compare job titles and merit)
Job Evaluation, Comparable Worth and the Law