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Job analysis - Coggle Diagram

- - - - takes detailed notes of everything the incumbent is doing
      - they must know what to look out for
      - time where they choose to observe is critical; each day can have a different task, therefore cannot choose same time same day
  - - - can be time consuming, tiring and possibly lose focus, also very personal take on the job (if job analyst is good at the task, then it would appear easy for them)
  - - - can collect info from many people at once
        
        usually SME (subject matter experts) are called in to do the survey
      - anonymous
      - limited to the questions, if the person's response falls outside of the options provided, then the person would give a erroneous answer
        
        cannot be clarified or probed further too
- - - - given values that signify the relative worth of the job and translate into levels of compensation.
        
        physical demands of a job; the amount of education, training, or experience required; the working conditions associated with the job; and the amount of responsibility the job carries
      - supply n demand has to be taken into consideration too.
      - comparable worth
        
        the notion that jobs that require equivalent KSAOs should be compensated equally
        
        oversupply of female applicants for certain jobs, such as teachers and airline attendants, the lower levels of education and work experience of women relative to men, and women’s preferences for certain types of “safe” jobs with “pleasant working conditions.”
        
        society does not value the jobs that woman primarily fill
      - exceptioning
        
        the practice of ignoring pay discrepancies between particular jobs possessing equivalent duties and responsibilities
        
        possibly too costly, too difficult
- - - - can come to a good conclusion on successful performance in a particular job after obtaining hundreds of CITs, perfect for complex jobs and suitable for specific jobs
  - - - Relationships with other persons
        
        The kinds of relationships and contacts with others required to do the job
      - Job context
        
        The physical and/or social contexts in which the work is performed
      - Work output
        
        The tasks the worker must perform and the tools or machines needed
      - Other job characteristics
        
        Other relevant activities, conditions, or characteristics necessary to do the job.
      - Mental processes
        
        The kinds of thinking, reasoning, and decision making required to perform the job
      - Information input
        
        Where and how the worker obtains the information needed to perform the job
  - - - usually a general descriptor is obtained from ONET then tweaked to fit the existing job with interviews/survey
    - - worker’s interaction with inanimate objects such as tools, machines, equipment, and tangible work products
    - - information, knowledge, and conceptions
    - - amount of contact with others that a job requires