Chapter 3 Worker Oriented Methods 1

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

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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 3

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)

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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

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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 doIs 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)

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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

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• 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?