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 zasks required to perform a job and the knowledge, skills, abilities and other personal characteristics (IKSAQO'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. Parr 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 ) 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 alphabetically Task Statement Frequency Seriousness of | Importance Total consequences 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 (IKSAOs) that are required to perform these key tasks. List these KSAOs on the right-hand column. KSAOQ 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 Sl ey o b [ D 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 4 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