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Worker Oriented Methods

The document summarizes several worker-oriented job analysis methods including the job element method, position analysis questionnaire (PAQ), threshold traits analysis system, ability requirements scales, occupational reinforcer pattern, and cognitive task analysis. It provides details on how each method is developed and used, how reliability and validity are assessed, and examples of relevant research. The key focus of these methods is on analyzing the knowledge, skills, abilities, and other attributes (KSAOs) required by workers to perform different jobs.

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Saif Ul Haq
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63 views7 pages

Worker Oriented Methods

The document summarizes several worker-oriented job analysis methods including the job element method, position analysis questionnaire (PAQ), threshold traits analysis system, ability requirements scales, occupational reinforcer pattern, and cognitive task analysis. It provides details on how each method is developed and used, how reliability and validity are assessed, and examples of relevant research. The key focus of these methods is on analyzing the knowledge, skills, abilities, and other attributes (KSAOs) required by workers to perform different jobs.

Uploaded by

Saif Ul Haq
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Chapter 3

Worker Oriented Methods


• Job Element Method
• Position Analysis Questionnaire (PAQ)
• Other Trait-Based Worker-Oriented Measures
– THRESHOLD TRAITS ANALYSIS SYSTEM (TTAS)
– ABILITY REQUIREMENTS SCALES (E. Fleishman)
– OCCUPATIONAL REINFORCER PATTERN
– MEHODS WITH SUBSTANTIAL ATT TO EQUIPMENT
• Cognitive Task Analysis

Chapter 3 Worker Oriented Methods 1


Worker-Oriented Methods
• Most “psychological”
– Focus on KSAOs
• Os = preferences, values, temperament, personality
• Job Element
– Blurs distinction between what gets done and abilities required to do
it (elements not the same as FJA term)
• PAQ
– Well known in business...elements here means a finite list of things
• Other trait-based methods
– TTAS has a comprehensive “global” list of traits
• Cognitive task analysis
– Mental processes (where a lot of work is now and in the future)

Chapter 3 Worker Oriented Methods 2


Job Element Method
(E. Primoff, OPM)
– Most similar to work oriented
– An element is combo of a behavior& evidence for it

• CONTENT OF ELEMENTS
– Behaviors: Cognitive, psychomotor and work habits
• GATHERING INFORMATION
– Requires experts
• RATING SCALES
– SMEs rate on
• “barely acceptable” to “superior”
• “trouble likely if not considered”
• “practical” – to expect incumbent to have
• DERIVED SCALES
– Based on previous scales (above) to get “total value”, “item index” (for test), “training value”
• ASSIGNING ELEMENTS TO CATEGORIES
– 5 levels of importance
• RESEARCH ON JEM: THE J-COEFFICIENT
– A ‘validity’ coefficient derived from human judgments
– Can be useful is anyone takes the time to use the method
• REMARKS ON JEM
– An ability is whatever it takes to do it (circular reasoning)

Chapter 3 Worker Oriented Methods 3


Position Analysis Questionnaire
(E. McCormick) S-O-R theory
– Requires expert job analyst
– Elements apply to all jobs
• Why is this an advantage for job evaluation?
• DEVLOPMENT AND STRUCTURE OF THE PAQ
– 194 items (now 300)
• 187 for attributes; 7 for pay concerns
• Six major divisions (see table 3.4 p 74)
• PAQ RESULTS
– Good for job evaluation and FLSA
• USES OF PAQ (objectives)
– Standardize an approach to ID worker requirements
– Job evaluation / disability considerations
• Can this address any issues with your job?
• RELIABILITY AND VALIDITY
– Better agreement with same job/ less between jobs
– Related to GATB mean scores (163 jobs)
• RESEARCH ON THE PAQ: COMMON KNOWLEDGE EFFECTS
– Inter-rater reliability in ‘90s for different types of raters
– But the rater needs to be very familiar with the job itself
• RECENT PAQ DEVELOPMENTS
– cDOT http://www.paq.com

Chapter 3 Worker Oriented Methods 4


Other Trait-Based Worker-Oriented Measures
• THRESHOLD TRAITS ANALYSIS SYSLTEM (33 traits)
– F. Lopez (‘70)
• Theoretically coherent
• Trait oriented
• Multipurpose
• Legally defensible
• For selection / training / description/ evaluation
• Two sections: 1. can do 2. will do
Is this applicable to your job?
• ABILITY REQUIREMENTS SCALES
– E. Fleishman & Mumford
• Generic human abilities
• Abilities linked to tests for them
• For selection and to build job families
Is this applicable to your job?
• OCCUPATIONAL REINFORCER PATTERN
– Borgen, ‘88
– Individual differences in what they need (e.g. recognition, working together / alone)

• METHODS WITH SUBSTANTIAL ATTENTION TO EQUIPMENT


– AET (ergonomics)
– Job Components Inventory (entry level jobs; vocational guidance; training)

Chapter 3 Worker Oriented Methods 5


Cognitive Task Analysis
– Cognitive psych: Mental activities must be inferred
– Often difference (cognitive) ways to achieve the same outcome
• TYPES OF KNOWLEDGE AND SKILL
– Declarative vs. Procedural (what the difference?)
– Generative knowledge (finding new relationships)
– Self knowledge (know your limitations!)
• K (acquired information) v. S (procedural)
• Automated skills (fast and effortless)
• Representational skills (mental models)
• Decision making skills (Kahneman’s system I and system 2)
– How experts complete their jobs

Chapter 3 Worker Oriented Methods 6


• COGNITIVE TASK ANALYSIS METHODS
– Interviewing
– Team communication
– Diagramming
– Verbal report
– Psychological scaling
• A SIMPLE EXAMPLE
– TSA screener (they are missing a lot these days)
• the experienced ones develop a database of three dimensional rotated
objects
• RELIABILITY AND VALIDITY –difficult to assess
• REMARKS ON COGNITIVE TASK ANALYSIS -Coming soon to a job near your
What is a task in your job that requires cognitive task analysis?

Chapter 3 Worker Oriented Methods 7

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