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Job Analysis: Describing jobs in an organisation structurally and…

- - - - Common elements: Information input, mental processes, work output, relationship with other persons, job context, other job characteristics
      - 6 common elements rated on 5-point scale on 6 different areas: Importance to the job, extent of use, amount of time, applicability, possibility of occurrence, special code for certain job
      - Translate ratings to KSAOs
    - - Personality-Related Position Requirement Form (PPRF): To identify personality predictors of job performance
    - - Used for KSAOs and performance appraisal system
    - - Knowledge: Facts and information about a domain acquired through formal education or experiences
      - Skill: A practiced act, or the ability to perform a specific task or job duty
      - Ability: The stable capacity to engage in a specific behaviour
      - Other characteristics: Personality, interests, training, experience
  - - - Occupation-specific requirements: Occupation knowledge, duties
      - Occupation characteristics: Labour market information, wages
      - Occupational requirements: Work activities and context
      - Worker characteristics: Abilities, work styles
      - Experience requirements: Training
      - Worker requirements: Basic skills, knowledge, education
  - - - Think-aloud protocol: Expert performer verbally describes thought processes that they use to accomplish a task
    - - Identify outstanding performers and analyse their performance and competencies
      - Use mission statements and corporate goals as foundation for competency modeling
      - Critique: Lack of agreement between the results of traditional job analyses and competency modeling
- - - - Causes: Punitive supervisory styles, lack of self-control
      - Treatment: Closer supervision