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Job analysis presentation 123

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Bibin Ssb
Bibin Ssb

This document discusses several quantitative job analysis techniques: the Position Analysis Questionnaire (PAQ), the Department of Labor (DOL) procedure, and functional job analysis. The PAQ is a 194-item instrument that quantitatively scores jobs based on decision making, skills, physical activity, equipment operation, and information processing. The DOL procedure standardizes how jobs can be rated, classified, and compared based on data, people, and things. Functional job analysis builds on the DOL method by providing additional details on tasks, objectives, and training needs as well as the required reasoning, judgment, and verbal skills.

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QUANTITATIVE JOB ANALYSIS TECHNIQUES
Job analysis presentation 123
POSITION ANALYSIS QUESTIONNAIRE A highly specialized instrument for analyzing any job in terms of employee activities.  P A Q contains 194 items. The job analyst decides whether each item plays a role on the job ,and if so to what extend?
ADVANTAGES It lets you assign a quantitative score to each job based on it’s Decision making  skilled activities  physical activity  operating vehicles /equipment  processing information P A Q helps to compare job relating to one another. This information can be used to assign pay levels for each job.
DEPARTMENT OF LABOR PROCEDURE(D O L)  standard method by which different methods can be rated, classified and compared.  rating of each job in terms of what an employee does with respect to data,people and things.
FUNCTIONAL JOB ANALYSIS It is based on D O L method ,but provides additional information regarding job’s tasks, objectives and training requirements. It additionally taking in to account the extent to which instruction, reasoning,judgement and verbal facility are necessary for performing tasks.
FUNCTIONAL JOB ANALYSIS It is based on D O L method ,but provides additional information regarding job’s tasks, objectives and training requirements. It additionally taking in to account the extent to which instruction, reasoning,judgement and verbal facility are necessary for performing tasks.

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Job analysis presentation 123

  • 3. POSITION ANALYSIS QUESTIONNAIRE A highly specialized instrument for analyzing any job in terms of employee activities.  P A Q contains 194 items. The job analyst decides whether each item plays a role on the job ,and if so to what extend?
  • 4. ADVANTAGES It lets you assign a quantitative score to each job based on it’s Decision making  skilled activities  physical activity  operating vehicles /equipment  processing information P A Q helps to compare job relating to one another. This information can be used to assign pay levels for each job.
  • 5. DEPARTMENT OF LABOR PROCEDURE(D O L)  standard method by which different methods can be rated, classified and compared.  rating of each job in terms of what an employee does with respect to data,people and things.
  • 6. FUNCTIONAL JOB ANALYSIS It is based on D O L method ,but provides additional information regarding job’s tasks, objectives and training requirements. It additionally taking in to account the extent to which instruction, reasoning,judgement and verbal facility are necessary for performing tasks.
  • 7. FUNCTIONAL JOB ANALYSIS It is based on D O L method ,but provides additional information regarding job’s tasks, objectives and training requirements. It additionally taking in to account the extent to which instruction, reasoning,judgement and verbal facility are necessary for performing tasks.