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Group Exercise $1$: Inductive Job Analysis

Purpose of the Exercise:

The purpose of this exercise is to describe an inductive job analysis

method designed to obtain information on the critical tasks required

to perform a job and the knowledge, skills, abilities and other

personal characteristics $($KSAO$$s$)$ required to perform those tasks.

Time Allotted: $20$ minutes

Background

Your employer has hired a consultant to conduct a job analysis of your

job. You have been selected as a subject matter expert $($SME$)$ for the

job analysis project. The consultant has chosen an inductive job

analysis procedure in order to obtain a comprehensive profile of

KSAO$$s $($knowledge$,$ skills, abilities, and other personal

characteristics$)$ required to perform the job. The profiles will then be

used as a basis for the recruitment, selection, and development of

future employees.

Part $1$:

In the spaces provided, list the tasks that you perform on your job.

Also, for each task, indicate the following: a$)$ how frequently you

perform the task, b$)$ the extent to which failure to correctly perform

the task will result in serious negative consequences and c$)$ the

importance of the task. Please use the scale points listed below.

Frequency:

$1=$Never, $2=$Almost Never, $3=$Sometimes, $4=$Almost Always,

$5=$Always

Seriousness of Consequences:

$1=$No consequences, $2=$Almost no consequences, $3=$Moderate

consequences, $4=$Some serious consequences, $5=$A lot of serious

consequences

Importance:

$1=$Not at all important, $2=$Almost no importance, $3=$Somewhat

important, $4=$Important, $5=$Extremely important

When writing task statements try to describe what the worker does,

how the worker does it$,$ and to whom$/$what and why the worker does

it$.$ For instance, the following illustration stems from the job of a

secretary:

What To Whom$/$What$?$ Why? How?

Sort correspondence, forms, and

reports

in order to facilitate

filing them

alphabetical

ly

Task Statement Freque

ncy

Seriousnes

s of

consequen

ces

Importa

nce

Total

$1.$

$2.$

$3.$

$4.$

$5.$

$6.$

$7.$

$8.$

$9.$

$10.$

$11.$

$12.$

$13.$

$14.$

$15.$

$16.$

$17.$

$18.$

$19.$

$20.$

$21.$

$22.$

$23.$

$24.$

$25.$

$26.$

$27.$

$28.$

$29.$

Part $2$:

From your list of tasks, select $6$ or $7$ key tasks that received the

highest job analysis ratings. Now think about the knowledge, skills,

abilities and other personal characteristics $($KSAOs$)$ that are required

to perform these key tasks. List these KSAOs on the right$-$hand

column. KSAO definitions and examples of worker requirements are

provided on the following page.

Next, draw a line from each key task to the KSAOs that are necessary

to perform that task. Note that some key tasks might be linked to

more than one KSAO and that some KSAOs might be relevant to more

than one key task. You should remove any KSAO that isn$$t linked with

at least one key task.

Tasks KSAOs

$1.$

$2.$

$3.$

$4.$

$5.$

$6.$

$7.$

KASO Definitions and Examples

$1.$ Knowledge$-$ Sets of facts and principles needed to deal with

problems and issues that are a part of a job. Knowledge is the

foundation on which abilities and skills are built.

$$ Knowledge of the services that can legally be provided by the

company

$$ Knowledge of map formats and symbols used in reading maps

$$ Knowledge of authority limitations to exceed budget

$$ Knowledge of federal and state laws regarding employee access to

company records

$2.$ Skill$-$ The capability to perform a task well. It is usually developed

over time through training and experience.

$$ Skill in speaking to the customer to convey information effectively

$$ Skill in transcribing numbers from one document to another

$$ Skill in writing numbers and letters legibly

$$ Skill in adjusting volume and temperature of water spray

$3.$ Ability$-$ An enduring talent that can help a person perform a job.

Most often abilities require the application of some knowledge

base.

$$ Ability to explain technical information to the customer in a way

that he$/$she understands

$$ Ability to resolve customer problems without having to refer them

to the supervisor.

$$ Ability to recognize the usefulness of information made available

by others

$$ Ability to communicate in writing accurately, concisely, and clearly

$$ Ability to organize facts and materials for presentations

$4.$ Other Personal Characteristics$-$ Characteristics of the individual

that can affect how well someone performs a job.

$$ A willingness to take on responsibilities and challenges

$$ A willingness to lead, take charge, and offer opinions and direction

$$ A preference for working with others rather than alone, and being

personally connected with others on the job

$$ Accepting criticism and dealing calmly and effectively with high

stress situations.

$$ Being reliable, responsible and dependable, and fulfilling

obligations.