Chapter 3 Worker Oriented Methods Job Element Method

Chapter 3 Worker Oriented Methods Job Element Method ◦ (E. Primoff, ‘ 50 s) Position Analysis Questionnaire (PAQ) ◦ (E. Mc. Cormick, ’ 60 s) Other Trait-Based Worker-Oriented Measures ◦ THRESHOLD TRAITS ANALYSIS SYSTEM (TTAS) ◦ (Felix Lopez ‘ 70) ◦ ABILITY REQUIREMENTS SCALES (E. Fleishman) ◦ OCCUPATIONAL REINFORCER PATTERN (Borgen, ’ 88) ◦ MEHODS WITH SUBSTANTIAL ATT TO EQUIPMENT Cognitive Task Analysis CHAPTER 3 WORKER ORIENTED METHODS 1

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 2

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) CHAPTER 3 WORKER ORIENTED METHODS 3

Position Analysis Questionnaire (E. Mc. Cormick) 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 ‘ 90 s for different types of raters ◦ But the rater needs to be very familiar with the job itself RECENT PAQ DEVELOPMENTS ◦ c. DOT http: //www. paq. com CHAPTER 3 WORKER ORIENTED METHODS 4

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 do Is 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) CHAPTER 3 WORKER ORIENTED METHODS 5

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 CHAPTER 3 WORKER ORIENTED METHODS 6

Cognitive Task Analysis con’t 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? CHAPTER 3 WORKER ORIENTED METHODS 7