Note: Supplemental materials are not guaranteed with Rental or Used book purchases.
Purchase Benefits
Looking to rent a book? Rent Job and Work Analysis : Methods, Research, and Applications for Human Resource Management [ISBN: 9781412937467] for the semester, quarter, and short term or search our site for other textbooks by Michael T. Brannick. Renting a textbook can save you up to 90% from the cost of buying.
Preface | p. xi |
Who Will Benefit From This Book? | p. xi |
Purpose | p. xi |
A Note on Voice | p. xii |
Acknowledgments | p. xii |
Introduction | p. 1 |
Overview of the Book | p. 2 |
The Uses of Job Analysis | p. 3 |
Definitions | p. 6 |
Building Blocks of Job Analysis Methods | p. 8 |
Kinds of Job Data Collected: Descriptors | p. 9 |
Methods of Data Collection | p. 12 |
Sources of Job Analysis Data | p. 15 |
Units of Analysis | p. 16 |
Summary of the Building Blocks | p. 18 |
A Couple of Job Analysis Projects | p. 18 |
Evaluation of an Electrical Transmission and Distribution Training Program | p. 18 |
Job Analysis for Developing Minimum Qualifications | p. 21 |
Chapter Summary | p. 22 |
Work-Oriented Methods | p. 23 |
Time-and-Motion Study | p. 24 |
Time Study | p. 25 |
Motion Study | p. 28 |
Criticism of Time-and-Motion Study | p. 32 |
Functional Job Analysis | p. 33 |
A Fundamental Distinction of FJA: What Gets Done Versus What the Worker Does | p. 34 |
Worker Functions | p. 37 |
Job Analysis Procedure | p. 40 |
Describing the Work | p. 41 |
Sentence Structure and Analysis | p. 43 |
Other Characteristics of the DOL FJA | p. 45 |
Comparison of the DOL FJA and Fine's FJA | p. 46 |
Research on FJA | p. 47 |
Task Inventories | p. 47 |
History | p. 48 |
Survey Design | p. 50 |
Data Analysis | p. 54 |
Critical Incident Technique | p. 56 |
Tips for Capturing and Writing Critical Incidents | p. 58 |
Research on the Critical Incident Technique | p. 59 |
Chapter Summary | p. 60 |
Worker-Oriented Methods | p. 61 |
Job Element Method | p. 63 |
Content of Elements | p. 63 |
Gathering Information for JEM | p. 65 |
Rating Scales | p. 65 |
Derived Scales | p. 67 |
Assigning Elements to Categories | p. 69 |
Research on the JEM: The J-Coefficient | p. 70 |
Remarks on JEM | p. 72 |
Position Analysis Questionnaire | p. 73 |
Development and Structure of the PAQ | p. 73 |
PAQ Results | p. 76 |
Uses of the PAQ | p. 76 |
Reliability and Validity | p. 77 |
Research on the PAQ: Common Knowledge Effects | p. 77 |
Recent PAQ Developments | p. 79 |
Remarks on the PAQ | p. 79 |
Other Trait-Based Worker-Oriented Measures | p. 80 |
Threshold Traits Analysts System | p. 80 |
Ability Requirements Scales | p. 80 |
Occupational Reinforcer Pattern | p. 81 |
Methods With Substantial Attention to Equipment | p. 82 |
Cognitive Task Analysis | p. 83 |
Types of Knowledge and Skill | p. 85 |
Cognitive Task Analysis Methods | p. 86 |
A Simple Example | p. 87 |
Reliability and Validity | p. 88 |
Remarks on Cognitive Task Analysis | p. 89 |
Chapter Summary | p. 89 |
Hybrid Methods | p. 91 |
Combination Job Analysis Method | p. 92 |
Task Statements | p. 92 |
The Task Generation Meeting | p. 93 |
The Task Rating Meeting | p. 95 |
Analysis of Task Importance | p. 96 |
Employee Knowledge, Skills, Abilities, and Other Characteristics | p. 97 |
The KSAO Group Meeting | p. 98 |
Analysis of KSAOs | p. 101 |
Using the Results | p. 101 |
Research and Applications of C-JAM | p. 103 |
Summary of C-JAM | p. 104 |
Multimethod Job Design Questionnaire | p. 104 |
MJDQ Development and Structure | p. 105 |
MJDQ Research | p. 109 |
Summary of the MJDQ | p. 113 |
Occupational Information Network | p. 113 |
Impetus for O*NET | p. 113 |
The O*NET Content Model | p. 114 |
O*NET Research and Development | p. 121 |
Chapter Summary | p. 122 |
Management and Teams | p. 125 |
Management and Leadership | p. 126 |
Development and Structure of the Management Position Description Questionnaire | p. 127 |
Research and Applications of the MPDQ | p. 130 |
Summary of the MPDQ | p. 135 |
Competency Modeling | p. 136 |
Summary of Competency Modeling | p. 140 |
Job Analysis for Teams | p. 141 |
Job Design for Teams | p. 142 |
Team Knowledge, Skills, and Abilities | p. 145 |
Team Functions | p. 147 |
The Multiphase Analysis of Performance System | p. 148 |
Chapter Summary | p. 155 |
The MPDQ | p. 155 |
Competency Models | p. 156 |
Teams | p. 156 |
Job Analysis and the Law | p. 159 |
Federal Legislation | p. 160 |
The Constitution | p. 160 |
Equal Pay Act | p. 160 |
Civil Rights Acts | p. 161 |
Age Discrimination in Employment Act | p. 162 |
Rehabilitation Act | p. 162 |
Americans with Disabilities Act | p. 163 |
Enforcement of Equal Employment Opportunity Laws | p. 163 |
Executive Orders | p. 164 |
Professional Standards | p. 164 |
Prescriptions for Job Analysis | p. 165 |
Selection | p. 165 |
Summary for Selection | p. 173 |
Pay | p. 174 |
Disability and Job Design | p. 174 |
Chapter Summary | p. 175 |
Job Description, Performance Appraisal, Job Evaluation, and Job Design | p. 177 |
Job Description | p. 177 |
Structure of the Job Description | p. 178 |
Issues in Job Description | p. 185 |
Key Considerations | p. 186 |
Performance Appraisal | p. 187 |
Rating Formats | p. 188 |
Comparison of Formats | p. 192 |
Key Considerations | p. 193 |
Job Evaluation | p. 196 |
Equity | p. 196 |
Job Evaluation Methods | p. 198 |
Key Considerations | p. 204 |
Research on Job Evaluation | p. 204 |
Job Design/Redesign | p. 205 |
Goals of Job Design/Redesign | p. 205 |
Design Decisions | p. 207 |
Key Considerations | p. 210 |
Chapter Summary | p. 213 |
Job Description | p. 213 |
Performance Appraisal | p. 213 |
Job Evaluation | p. 214 |
Job Design/Redesign | p. 214 |
Staffing and Training | p. 217 |
Staffing | p. 217 |
Recruitment | p. 219 |
Selection | p. 221 |
Test Validation | p. 222 |
Research on Judging KSAOs for Validation | p. 233 |
Key Considerations for Selection | p. 237 |
Training | p. 241 |
The Training Cycle | p. 243 |
Selection Versus Training | p. 253 |
Chapter Summary | p. 254 |
Staffing | p. 254 |
Training | p. 254 |
Doing a Job Analysis Study | p. 257 |
Matching Purpose and Job Analysis Attributes | p. 258 |
Purposes | p. 258 |
Attributes | p. 259 |
Selecting Approaches | p. 259 |
Job Classification | p. 261 |
Worker Mobility | p. 262 |
Efficiency/Safety | p. 262 |
Workforce Planning | p. 263 |
Legal/Quasi-Legal Requirements | p. 263 |
Practical Considerations | p. 263 |
Observations and Interviews | p. 267 |
Preparing for the Observation/Interview | p. 267 |
Making Contact | p. 268 |
Conducting the Observation/Interview | p. 269 |
Questionnaires | p. 269 |
Planning and Preparing | p. 269 |
Collecting Data | p. 272 |
Analyzing Data | p. 272 |
Reporting Study Results | p. 273 |
Assessing Reliability | p. 274 |
Validity | p. 279 |
A Note About Accuracy in Job Analysis | p. 281 |
Chapter Summary | p. 284 |
The Future of Job Analysis | p. 285 |
Changing Conditions | p. 285 |
Changes in Society | p. 285 |
Changes in Technology | p. 287 |
Changes in the Business Environment | p. 291 |
Implications for Jobs and Job Analysis | p. 294 |
Descriptors | p. 295 |
Sources of Information | p. 303 |
Methods of Collecting Data | p. 305 |
Units of Analysis | p. 308 |
Role Definition and Redefinition | p. 309 |
Dissemination, Storage, and Retrieval | p. 310 |
Chapter Summary | p. 311 |
A Final Note | p. 313 |
Glossary | p. 315 |
References | p. 321 |
Index | p. 339 |
About the Authors | p. 345 |
Table of Contents provided by Ingram. All Rights Reserved. |
The New copy of this book will include any supplemental materials advertised. Please check the title of the book to determine if it should include any access cards, study guides, lab manuals, CDs, etc.
The Used, Rental and eBook copies of this book are not guaranteed to include any supplemental materials. Typically, only the book itself is included. This is true even if the title states it includes any access cards, study guides, lab manuals, CDs, etc.