Industrial Psychology: Summary
Chapter 03
JOB ANALYSIS & EVALUATION
1. Introduction to Job Analysis
Job Analysis steps in to document the requirements of
a job and the work performed. The purpose is to
prepare job description and job specification which
in turn helps to hire the right quality of workforce
into organization. Job and task analysis is performed
as a basis for further improvements, including:
definition of a job domain, describing a job,
developing performance appraisals, selection systems,
promotion criteria, training needs assessment and
compensation plans.
2. Methods of Collecting Data
There are four different methods 1. Observation
Method; 2. Questionnaire Method; 3. Interview Method
and 4. Diary Method.
3. Job Analysis Methodologies
Most practices in Industrial psychology can be
conducted
in
several
ways.
Methods
differ
in
descriptors,
levels
of
analysis,
and
ways
of
collecting, analyzing, and presenting data. Different
methods can be used individually or in combination.
Here ‘one size does not fit all’. The Job Elements
method, for example, was specifically designed to aid
in the development of job selection instruments. The
Job Components Inventory, on the other hand, was
created primarily to assist in the development
vocational programmes and career guidance. Position
1|Page
Industrial Psychology: Summary
Analysis Questionnaire, Ability
etc. have wider applications.
Requirement
Scales
Functional Job Analysis Model (FJA) is a highly
structured work-oriented method developed by Sidney
Fine, in which data is obtained about what tasks a
worker does and how those tasks are performed.
O*Net Model (Occupational Information Network) is
supposedly designed to supersede the sixty-year-old
Dictionary of Occupational titles. In contrast to the
DOT, the O*Net is not based on the FJA, rather it is
based on a variety of ways including an initial
review of the existing evidence in the domain of
Industrial psychology. It is considered as a hybrid
method because it focuses both on the work and the
worker. The O*Net system was significantly upgraded
and improved in 2003 and it includes O*Net database
and the O*Net online.
Job Element Method (JEM) is a method of job analysis,
developed by Ernest Primoff. This method focuses on
satisfactory
workers.
It
attempts
to
identify
characteristics
of
satisfactory
workers
(job
elements). It examines work behaviors and the results
of
this
behavior
rather
than
more
abstract
characteristics. Job elements here refer to KSAOs
required for successful job performance and not to
the smallest unit of work activity.
Position Analysis Questionnaire Model (PAQ) developed
by McCormick and associates at Purdue University, is
a structured job analysis questionnaire containing
194 items called job elements. These elements are
worker-oriented and they would be classified as
2|Page
Industrial Psychology: Summary
worker behaviors. The items are organized into six
divisions of behaviors.
Common Metric Questionnaire (CMQ) “A newly developed
worker-oriented job analysis method that defines the
gold standard in terms of collecting high quality,
defensible data describing job demands.”
Critical Incidents Technique (CIT) is a set of
procedures for systematically identifying behaviors
that contribute to success or failure of individuals
or organizations in particular situations.
4. Job Evaluation
After job analysis preparations of job descriptions
comes the essential stage of job evaluation, namely,
the systematic comparison of jobs in order to
establish a job hierarchy. It consists of methods and
practices of ordering jobs with respect to their
value or worth to the organization. It results in
reduction in inequities in salary structure and
harmonious
relationship
between
employees
and
manager.
5. Methods of Job Evaluation
Qualitative methods are Job Ranking and Job (Grading)
Classification while Quantitative Methods are Factor
Comparison and Point Rating or Assessment.
6. The Role of Industrial Psychologists
Develop interview techniques, rating scales, and
psychological tests used to assess skills, abilities
and interests
for the purpose of employee
selection, placement and promotion. Write reports on
research findings and implications to contribute to
3|Page
Industrial Psychology: Summary
general knowledge and to suggest potential changes in
job functions, roles, responsibilities etc.
4|Page