Job Analysis Paper.

GUIDELINES:
1.    Create a job analysis for a job of your choice that you will work with for the rest of the semester (recommended: Business Manager in a Large Corporation). Conduct a job analysis interview: cannot be with yourself, find someone currently in the position who is willing to sit down and talk about their job. During your interview, ask the respondent to describe their job in terms of the tasks they perform and the knowledge, skills, abilities, and other characteristics (KSAOs) needed to perform the tasks.  You should also ask them about the relative amount of time spent on different tasks and the importance of various tasks to their job.
2.    Writea 2-3page paper (not including cover page, references, or appendices) that discusses the process you used to conduct your job analysis and why you chose the method(s) you chose. It must be typewritten and follow APA format (12-point font, double-spaced, standard margins) and include proper references when appropriate.
3.    Organize the various parts of your paper with the section headings provided below (headings are identified in bold). You can use the task inventory and knowledge, skills, abilities, and other characteristicsKSAO table templates listed below or create your own.
YOUR PAPER SHOULD INCLUDE THE FOLLOWING:
1.    Introduction
o    Describe the job and the person you interviewed with a brief summary.
2.    Methodology
o    Explain the job analysis process and method you used, including questions asked.
o    Describe any preparation you did.
3.    Task inventory with ratings
o    List this table as an appendix
4.    KSAO listing with ratings
o    List this as an appendix
o    You can make up your ownknowledge, skills, abilities, and other characteristics(KSAO) definitions or take them from sources if properly cited
5.    Job description
o    List this as an appendix
6.    Conclusion
o    Write about the strengths, challenges, and limitations or barriers of the process and what could be done differently.
o    Discuss any legal issues you had to consider.
o    Explain how conducting a job analysis could improve or benefit this position.

Helpful Hints: You may use the interview guide or use your own questions. You may also record the tasks in the job task table template and the KSAOs in the templates below. Add or remove rows as needed. You can use the two suggested rating scales, frequency and importance, or you can use your own. Be sure to ask the respondent the current minimum requirements to get the job, any training required upon hire, tools and equipment used, and about the physical working environment. For an example of a job description, you can refer to Table 2.1 of your textbook.
Sample job analysis questions
These questions are suggestions and you are not required to ask them all.

1. Job introduction
• Describe: title of job, job department of job or how it fits into the organizational hierarchy, and location of job.
2. Job purpose:
• What is the job’s overall purpose? How does it contribute to the purpose of the organization?
3. Job duties
• What are the main duties and responsibilities of your position?
• Describe your duties in the following categories: daily duties, occasional duties, infrequent duties
• How long do you spend on these tasks?
• Do you use special tools or equipment? If so, list the names of the principal tools, equipment, or sources of aid you use.
• Does the job entail long periods of physical activities such as standing, carrying heavy objects, sitting, running, or bending down?
4. Job criteria / results
• How is success defined in your work?
• Have work standards been established (errors allowed, time taken for a particular task, etc.)? If so, what are they?
• Describe the successful completion and/or end results of the job.
5. Knowledge
• What special knowledge of specific work aids (e.g., computers) are needed for this position?
• Describe the level, degree, and breadth of knowledge required in these areas or subjects.
• Indicates the educational requirements for the job (not the educational background of the person you are interviewing).
• What level of education is required for your position?
• What type of certification or licensing is required for your position?
• Can you specify the training time needed to arrive at a level of competence on the job?
• What sort of on the job training is needed for this position?
6. Skills/ Experience
• What activities must you perform with ease and precision?
• Are there manual skills that are required to operate machines, vehicles, equipment, or to use tools?
• Indicates the amount of experience needed to perform the job.
• What level of experience and skills are required for your position?
7. Abilities required
• Is mathematical ability required for success on the job?
• Does the job require reasoning or problem solving ability?
• What physical abilities such as strengths, coordination, or visually acuity must you have?
8. Other characteristics
• Are there any personality characteristics that are essential for success on the job?
9. Health and safety
• What is the safety conditions related to this position?
• Does your work present any type of hazardous or unusual working conditions?

Use the template on the next page for job rating.

Major Job Duties with Job Analysis Ratings
Task    Time Spent    Importance
Transfer phone call questions to the person with the best knowledge to answer the question.    5    3

How important is this task to the job?    How often is the task performed?
0 = Not Performed     0 = Not Performed
1 = Not Important     1 = Every few months to yearly
2 = Somewhat Important     2 = Every few weeks to monthly
3 = Important     3 = Every few days to weekly
4 = Very Important     4 = Every few hours to daily
5 = Extremely Important     5 = Hourly to many times each hour

KSAO Ratings
Knowledge- body of information needed to perform a task
Importance    Necessary      Knowledge and definition

Skills – the proficiency to perform a learned task

Importance    Necessary    Skill  and definition

Abilities- Basic capacity for performing a wide range or different tasks, acquiring a knowledge, or developing a skill
Importance    Necessary    Ability  and definition

Others- personal factors such as personality, willingness, interest, as well as licensing and education requirements and years of experience
Importance    Necessary    Ability  and definition

Job Analysis Paper.

GUIDELINES:
1.    Create a job analysis for a job of your choice that you will work with for the rest of the semester (recommended: Business Manager in a Large Corporation). Conduct a job analysis interview: cannot be with yourself, find someone currently in the position who is willing to sit down and talk about their job. During your interview, ask the respondent to describe their job in terms of the tasks they perform and the knowledge, skills, abilities, and other characteristics (KSAOs) needed to perform the tasks.  You should also ask them about the relative amount of time spent on different tasks and the importance of various tasks to their job.
2.    Writea 2-3page paper (not including cover page, references, or appendices) that discusses the process you used to conduct your job analysis and why you chose the method(s) you chose. It must be typewritten and follow APA format (12-point font, double-spaced, standard margins) and include proper references when appropriate.
3.    Organize the various parts of your paper with the section headings provided below (headings are identified in bold). You can use the task inventory and knowledge, skills, abilities, and other characteristicsKSAO table templates listed below or create your own.
YOUR PAPER SHOULD INCLUDE THE FOLLOWING:
1.    Introduction
o    Describe the job and the person you interviewed with a brief summary.
2.    Methodology
o    Explain the job analysis process and method you used, including questions asked.
o    Describe any preparation you did.
3.    Task inventory with ratings
o    List this table as an appendix
4.    KSAO listing with ratings
o    List this as an appendix
o    You can make up your ownknowledge, skills, abilities, and other characteristics(KSAO) definitions or take them from sources if properly cited
5.    Job description
o    List this as an appendix
6.    Conclusion
o    Write about the strengths, challenges, and limitations or barriers of the process and what could be done differently.
o    Discuss any legal issues you had to consider.
o    Explain how conducting a job analysis could improve or benefit this position.

Helpful Hints: You may use the interview guide or use your own questions. You may also record the tasks in the job task table template and the KSAOs in the templates below. Add or remove rows as needed. You can use the two suggested rating scales, frequency and importance, or you can use your own. Be sure to ask the respondent the current minimum requirements to get the job, any training required upon hire, tools and equipment used, and about the physical working environment. For an example of a job description, you can refer to Table 2.1 of your textbook.
Sample job analysis questions
These questions are suggestions and you are not required to ask them all.

1. Job introduction
• Describe: title of job, job department of job or how it fits into the organizational hierarchy, and location of job.
2. Job purpose:
• What is the job’s overall purpose? How does it contribute to the purpose of the organization?
3. Job duties
• What are the main duties and responsibilities of your position?
• Describe your duties in the following categories: daily duties, occasional duties, infrequent duties
• How long do you spend on these tasks?
• Do you use special tools or equipment? If so, list the names of the principal tools, equipment, or sources of aid you use.
• Does the job entail long periods of physical activities such as standing, carrying heavy objects, sitting, running, or bending down?
4. Job criteria / results
• How is success defined in your work?
• Have work standards been established (errors allowed, time taken for a particular task, etc.)? If so, what are they?
• Describe the successful completion and/or end results of the job.
5. Knowledge
• What special knowledge of specific work aids (e.g., computers) are needed for this position?
• Describe the level, degree, and breadth of knowledge required in these areas or subjects.
• Indicates the educational requirements for the job (not the educational background of the person you are interviewing).
• What level of education is required for your position?
• What type of certification or licensing is required for your position?
• Can you specify the training time needed to arrive at a level of competence on the job?
• What sort of on the job training is needed for this position?
6. Skills/ Experience
• What activities must you perform with ease and precision?
• Are there manual skills that are required to operate machines, vehicles, equipment, or to use tools?
• Indicates the amount of experience needed to perform the job.
• What level of experience and skills are required for your position?
7. Abilities required
• Is mathematical ability required for success on the job?
• Does the job require reasoning or problem solving ability?
• What physical abilities such as strengths, coordination, or visually acuity must you have?
8. Other characteristics
• Are there any personality characteristics that are essential for success on the job?
9. Health and safety
• What is the safety conditions related to this position?
• Does your work present any type of hazardous or unusual working conditions?

Use the template on the next page for job rating.

Major Job Duties with Job Analysis Ratings
Task    Time Spent    Importance
Transfer phone call questions to the person with the best knowledge to answer the question.    5    3

How important is this task to the job?    How often is the task performed?
0 = Not Performed     0 = Not Performed
1 = Not Important     1 = Every few months to yearly
2 = Somewhat Important     2 = Every few weeks to monthly
3 = Important     3 = Every few days to weekly
4 = Very Important     4 = Every few hours to daily
5 = Extremely Important     5 = Hourly to many times each hour

KSAO Ratings
Knowledge- body of information needed to perform a task
Importance    Necessary      Knowledge and definition

Skills – the proficiency to perform a learned task

Importance    Necessary    Skill  and definition

Abilities- Basic capacity for performing a wide range or different tasks, acquiring a knowledge, or developing a skill
Importance    Necessary    Ability  and definition

Others- personal factors such as personality, willingness, interest, as well as licensing and education requirements and years of experience
Importance    Necessary    Ability  and definition