IOP3702 – MAY/JUNE 2016 EXAMPAPER MEMO
(a)A definition of a job analysis
Job analysis refers to the process whereby information about jobs, roles and positions
within the organisation is systematically gathered and the skills, knowledge and abilities
required for successful performance is identified.
A job analysis provides a deeper understanding of individual jobs and their behavioural
requirements and, therefore, creates a firm basis on which to make people-related
decisions.
The objective of job analysis is to define each job in terms of the behaviours necessary to
perform it.
(b)Identify and briefly describe the factors that influence job analysis reliability and validity
Job analysis outcomes are often the result of subjective judgements which leads to inaccuracy
Inaccuracy can be social, like conformity or desirability or it can be cognitive, like information
overload
Sources of inaccuracy affect reliability and validity of job analysis data
In terms of reliability which refers to the extent to which data is collected and would be
consistently the same if collected again at a different time or by different raters
In terms of validity which refers to the accuracy of the inferences made based on the data
collected and addresses that the data accurately represents its intended measure
Inter-rater and intra-rater reliability influences job analysis data in terms of consistency across
raters and type of test-retest measurement
Validity can be questioned in terms of the correspondence between true job characteristics and
job analysis data
(c)The products of job analysis
The following two products are gained from the job analysis process:
o job description - written description of the results from the job analysis, job requirements,
knowledge, skills and abilities needed.
o job specifications - human characteristics required to perform the job, such as physical and
personal traits, work experience, and education, minimum acceptable qualifications
, (a) Sampling
In the first step of data collection, a relevant sample must be identified and drawn
In quantitative research you want to answer the research question in such a manner that the
answer is true or relevant for the whole group studied – this is called generalizability
It is impossible to gather data from the whole groups, therefore the researcher draws a sample
from the whole group to be investigated
Various methods of drawing samples exist, of which random sampling is the most common
A random sample implies that each member had an equal chance of being included in the
sample
In qualitative research, the aim is not to generalise, but to gain a deeper understanding of a
certain variable and random sampling is not necessary and smaller sample sizes are used
The researcher identifies employees that are the most knowledgeable or have the most
experience in terms of the research topic
(b) Data gathering techniques
Technique Definition Quantitative or qualitative
Surveys Set of questions that requires an Quan – closed ended
individual to express opinion, answer questions
or rating Qual – open ended questions
Observation Observes employees in their Quan – pre-developed
organisational setting checklist to rate frequency of
certain behaviours and events
Qual – Detailed field notes
Interviews One-on-one sessions between an Quan – structured interview
interviewer and an interviewee, format
typically for the purpose of answering Qual – Semi-structured or
a specific question unstructured
Focus Pre-selected groups of people have a Usually used in qualitative
groups facilitated discussion with purpose of study
answering specific questions –
people who share similar experiences
Archival Documentary sources of information. Quan – archival data would
data Material that is readily available, consist of numerical info
where data has already been Qual – archival data would
captured in one form or another include textual info
(a)A definition of a job analysis
Job analysis refers to the process whereby information about jobs, roles and positions
within the organisation is systematically gathered and the skills, knowledge and abilities
required for successful performance is identified.
A job analysis provides a deeper understanding of individual jobs and their behavioural
requirements and, therefore, creates a firm basis on which to make people-related
decisions.
The objective of job analysis is to define each job in terms of the behaviours necessary to
perform it.
(b)Identify and briefly describe the factors that influence job analysis reliability and validity
Job analysis outcomes are often the result of subjective judgements which leads to inaccuracy
Inaccuracy can be social, like conformity or desirability or it can be cognitive, like information
overload
Sources of inaccuracy affect reliability and validity of job analysis data
In terms of reliability which refers to the extent to which data is collected and would be
consistently the same if collected again at a different time or by different raters
In terms of validity which refers to the accuracy of the inferences made based on the data
collected and addresses that the data accurately represents its intended measure
Inter-rater and intra-rater reliability influences job analysis data in terms of consistency across
raters and type of test-retest measurement
Validity can be questioned in terms of the correspondence between true job characteristics and
job analysis data
(c)The products of job analysis
The following two products are gained from the job analysis process:
o job description - written description of the results from the job analysis, job requirements,
knowledge, skills and abilities needed.
o job specifications - human characteristics required to perform the job, such as physical and
personal traits, work experience, and education, minimum acceptable qualifications
, (a) Sampling
In the first step of data collection, a relevant sample must be identified and drawn
In quantitative research you want to answer the research question in such a manner that the
answer is true or relevant for the whole group studied – this is called generalizability
It is impossible to gather data from the whole groups, therefore the researcher draws a sample
from the whole group to be investigated
Various methods of drawing samples exist, of which random sampling is the most common
A random sample implies that each member had an equal chance of being included in the
sample
In qualitative research, the aim is not to generalise, but to gain a deeper understanding of a
certain variable and random sampling is not necessary and smaller sample sizes are used
The researcher identifies employees that are the most knowledgeable or have the most
experience in terms of the research topic
(b) Data gathering techniques
Technique Definition Quantitative or qualitative
Surveys Set of questions that requires an Quan – closed ended
individual to express opinion, answer questions
or rating Qual – open ended questions
Observation Observes employees in their Quan – pre-developed
organisational setting checklist to rate frequency of
certain behaviours and events
Qual – Detailed field notes
Interviews One-on-one sessions between an Quan – structured interview
interviewer and an interviewee, format
typically for the purpose of answering Qual – Semi-structured or
a specific question unstructured
Focus Pre-selected groups of people have a Usually used in qualitative
groups facilitated discussion with purpose of study
answering specific questions –
people who share similar experiences
Archival Documentary sources of information. Quan – archival data would
data Material that is readily available, consist of numerical info
where data has already been Qual – archival data would
captured in one form or another include textual info
