Job Analysis Methods and Dimensions (Video Notes)

Vocabulary flashcards covering key concepts and methods from the video notes on job analysis, including dimensions, data sources, and common methodologies.

Activity vs. Attribute

A job-analysis dimension distinguishing focus on tasks/activities (work orientation) from focus on required knowledge, skills, and abilities (KSA).

General vs. Specific

The level of detail in a job analysis, determined by its purpose (general for broad understanding; specific for detailed evaluation).

Qualitative vs. Quantitative

Qualitative data from interviews/observations; quantitative data from structured instruments (e.g., PAQ).

Taxonomy-based vs. Blank Slate

Approach using established frameworks (taxonomy-based) or starting from scratch for a tailored analysis.

Observer-based vs. Informant-based

Data sources: analyst observations (observer-based) or self-reports from job holders (informant-based).

KSA vs. KSAO

KSA: knowledge, skills, abilities; KSAO extends KSA to include Other traits relevant to job analysis.

PAQ (Position Analysis Questionnaire)

A standardized quantitative tool used to measure job tasks, responsibilities, and work conditions.

Methodical Approaches of the Job Analysis

Decisions guiding the analysis: level of detail, information sources, and how to describe the work.

Level of Detail

The granularity of information collected (broad overview vs. detailed task data).

Information Source

Who provides information (e.g., job incumbents, observers, supervisors).

Description of Work

How the work is described in the analysis (narrative, structured formats, etc.).

Manual Tasks vs. Mental Tasks Suitability

Some methods fit manual tasks and short cycles; others are less useful for complex mental tasks.

Interview

Direct conversation with the job holder to gather detailed job information; depth can be high but time-consuming.

Questionnaire

Cost-effective instrument to gather input from many people; questions can be open or closed.

Single Job vs. Job Comparison

Analyzing one job in detail or comparing multiple jobs for purposes like personnel development or selection.

Descriptive vs. Prescriptive

Descriptive describes the current state of a job; prescriptive looks at future or ideal requirements for strategy.

Observation

Watching the job to collect data about tasks and conditions; can include open-ended or structured questions.

Critical Incident Technique (CIT)

A method focusing on identifying specific behaviors critical to job success rather than general opinions.

Job Incumbent Diary

Daily logs kept by employees detailing tasks, frequency, and timing for detailed job insights.

Mixed-Methods Approach in Job Analysis

Using a combination of methods (e.g., questionnaire followed by interviews) for a thorough picture.