【文章內(nèi)容簡介】 Advantages: standardized way to collect quantitative job data across wide spectrum of jobs。 thus parison across jobs can be made, provides reliable and valid job data ?Disadvantages: requires reading level of college graduate, scores general work behaviors not specific tasks of the job。 it would not provide the specific details necessary to write a job description, so other methods would also need to be employed Copyright 169。 2021 SouthWestern. All rights reserved. 3–17 A Sample Page from the PAQ Figure Source: Position Analysis Questionnaire, copyright 1969, 1989 by Purdue Research Foundation, West Lafayette, Ind. 47907. Reprinted with permission. Copyright 169。 2021 SouthWestern. All rights reserved. 3–18 Job Analysis and the . Department of Labor ? Functional Job Analysis (FJA) ?Quantitative approach to job analysis that utilizes a piled inventory of the various functions or work activities that can make up any job. ?Assumes that each job involves three broad worker functions: (1) data, (2) people, and (3) things. ?Assess what worker does and how a task is performed Five parts: Goals of the anization, What workers do to achieve goals, Level and orientation of what workers do, Performance standards, and Training content ?Advantages: Comprehensive, quantitative procedure。 method and standardized language help to ensure systematic approach to JA。 provides reliable task analysis data ?Disadvantages: Expensive and method is labor intensive and timeconsuming Copyright 169。 2021 SouthWestern. All rights reserved. 3–19 Job Analysis and the . Department of Labor ? Dictionary of Occupational Titles ?A systematic occupational classification structure based on interrelationships of job tasks and requirements. ?Contains standardized and prehensive descriptions of twentythousand jobs. ?a standardized job data source produced by the federal government. The DOT describes a wide range of jobs, using the FJA ponents. Organizations can use job descriptions from the DOT and modify them to fit the particular anizational situation. Copyright 169。 2021 SouthWestern. All rights reserved. 3–20 O*NET and Job Analysis ? Dictionary of Occupational Titles (DOT) ? *Net Online ?A online database of all DOT occupations plus an update of over 3,300 additional DOT occupations. ?Data are collected and published continuously. ?The DOL has made a major mitment to provide useable information on skills, abilities, knowledge, work activities, and interests associated with a wide range of jobs and occupations. This information is now available online through the O* Net. Copyright 169。 2021 SouthWestern. All rights reserved. 3–21 Difficulty Levels of Worker Functions Figure DATA (4TH DIGIT) PEOPLE (5TH DIGIT) THINGS (6TH DIGIT) 0 Synthesizing 0 Mentoring 0 Setting up 1 Coordinating 1 Negotiating 1 Precision working 2 Analyzing 2 Instructing 2 Operatingcontrolling 3 Compiling 3 Supervising 3 Drivingoperating* 4 Computing 4 Diverting 4 Manipulating 5 Copying 5 Persuading 5 Tending 6 Comparing 6 Speakingsignaling* 6 Feedingoffbearing* 7 Serving 7 Handling 8 Taking instructions—helping* *Hyphenated factors are single factors. Source: . Department of Labor, Employment and Training Administration, Revised Handbook for Analyzing Jobs (Washington, DC: . Government Printing Office, 1991), 5. Less More Copyright 169。 2021 SouthWestern. All rights reserved. 3–22 HRIS and Job Analysis ?Human resource information systems (