Job analysis techniques

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- Job analysis techniques.
 1. They are concerned with tasks that make up various jobs they are industrial engineering-oriented. The important techniques are
A. Functional job analysis:  Functional Job Analysis (FJA) was used by U.S. Employment Service job analysts to classify jobs for the DOT (Fine & Wiley, 1971). The most recent version of FJA uses seven scales to describe what workers do in jobs: (1) Things, (2) Data, (3) People, (4) Worker Instructions, (5) Reasoning, (6) Math, and (7) Language.

B. Job Element Method? This method of Job Analysis, developed by Ernest Primoff, is a worker oriented method and is used primarily with lesser skilled workers and industrial occupations. This method, like the Critical Incident Technique, focuses on satisfactory workers. This method attempts to identify the characteristics of satisfactory workers ( job elements ). Once identified, these elements are used to develop appropriate selection tests. The steps to perform a Job Element job analysis are:
*. Select a group of experts (may include incumbents and supervisors)
*. Conduct brainstorming sessions to identify job elements(the KSA's of satisfactory workers)
2. Person focused technique/behavior focused technque: this technique analyzes the behavioral requirement of the job

A. Position Analysis Questionnaire ? This questionnaire, developed by McCormick, Jeanneret, and Mecham (1972), is a standardized job analysis instrument. It consists of 187 job elements that describe generic human work behaviors. This questionnaire was designed to be used for a wide variety of jobs.

B. Critical Incident Technique? This method of Job Analysis focuses on identifying the critical incidents that distinguish satisfactory workers from unsatisfactory workers. This is based on the theory that certain tasks arecrucial to satisfactory job performance, while others are not. In this method, the job analyst interviews incumbents and/or supervisors to identify a list of critical incidents. The identification of required Knowledges, Skills, and Abilities (KSAs) is made by examining the incidents--their causes and solutions. This technique is useful for developing work sample tests

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