Assessment: Job Specification Flashcards
Job Analysis:
Looking for the nature/content of the job itself.
Observation: Could be watching and noting, or even participating. Possibly of Hawthrone Effect, looking at any available documentation. Problems with mental work.
Interviews: Interviews can be specific, such as Critical incidents technique of Flanagan (1954), which asks for examples of job behaviour that characterise good or bad performance.
Brief job analysis by asking for listing and rating of tasks by subject matter experts.
Diaries: kept by job incumbent
Job Analysis - Structured Questionnaires
Functional Job Analysis (Fine and Wiley, 1974)
Analyses of constituent tasks in terms of action sequences and comes up with the percentage of the job directed towards data, people and other aspects. Aids observation (direct , video etc).
(McCormick et al 1972) 187 job elements in 6 job categories
Information input - how is the information gained to perform the job.
Mediation processes - decision making
Work output - physical activities, tools and devices
Relationship with others - physical and social context,
Competency Analysis
Behavioural indicators (including knowledge, skills and attitudes) needed to perform job tasks with competence
Ideal Air Traffic Controller (Pearn & Kandola, 1983)
Foresight, judgement, application of professional/technical knowledge, and reliability under pressure for outstanding controllers.
Be able to absorb information simultaneously from multiple sources. Be able to project forward and constantly adjust whole picture (context of time pressure, distractions and noise).
Convergent, concrete thinking, with self control, teamwork, decisiveness and conscientiousness.
Key is emotional stability with its emotional detachment, self-assurance and the absence of tension, but latter two must not relate to complacency.
Graduate Level Jobs
AnalyticalThinking/Judgement/Decision Making Drive and Decisiveness Team-working Planning Communicating Creative Thinking Motivating Others Change Tolerance
