Ch 3 DOT Entry and Occupational Code Quiz

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7 Questions

What is the main purpose of the O*NET system described in the passage?

To match job applicants to the specific demands of a job based on their personalities.

What is a major criticism of the PAQ as mentioned in the passage?

The reading level is too low for many job incumbents.

What is the focus of the Common-Metric Questionnaire (CMQ) mentioned in the passage?

Uncovering similarities across jobs based on behavioral abstract level.

What is a potential consequence of using a worker-oriented approach that is too abstract for job analysis?

Emergence of dissimilar jobs with very similar profiles.

What is the significance of the DeGarmo Group's use of the O*NET system for job analysis?

It automates the translation of work style ratings into importance scores on the Big Five factors.

What does the DeGarmo Group aim to achieve by applying personality scores to job applicants' responses?

To generate interpretive reports indicating the applicant's personality fit with the job demands.

Why has the PAQ been criticized with regards to its reading level?

"The reading level of the PAQ is at least college level, if not graduate level."

Study Notes

Job Analysis

  • Job analysis is the process of defining a job in terms of its component tasks or duties and the knowledge or skills required to perform them.
  • It is the basis for the solution to any human resource problem.

Key Terms

  • Element: the smallest unit of work activity
  • Task: a work activity performed to achieve a specific objective
  • Position: an individual's place in the organization defined by the tasks performed
  • Job: a collection of positions similar enough to one another to share a common job title
  • KSAOs: knowledge, skills, abilities, and other characteristics required for successful job performance

Approaches to Job Analysis

  • Task-oriented techniques: focus on describing the various tasks that are performed on the job
  • Worker-oriented techniques: examine broad human behaviors involved in work activities
  • Hybrid approaches: attempt to gather information about the work and the worker at the same time

Job-Analytic Methods

  • Task Inventory Approach: a task-oriented approach that generates task statements through experts familiar with the job
  • Functional Job Analysis (FJA): a highly structured task-oriented approach that obtains data about what tasks a worker does and how those tasks are performed
  • Dictionary of Occupational Titles (DOT): a tool developed by the Department of Labor in the 1930s that matches people with jobs
  • Occupational Information Network (O*NET): a hybrid approach that identifies and describes the key components of modern occupations and has replaced the DOT

O*NET Content Model

  • Worker characteristics: abilities and interests
  • Worker requirements: general knowledge and skills
  • Experience requirements: past employment history, training, or licensure
  • Occupational requirements: generalized work activities
  • Occupation-specific information: technical information particular to a certain job family
  • Occupational characteristics: labor market and social information### Job Element Method (JEM)
  • Designed to identify characteristics of superior workers in a particular job
  • "Elements" refer to general work behaviors, not smallest unit of work activity
  • Identifies KSAOs (Knowledge, Skills, Abilities, and Other characteristics) necessary for successful job performance
  • Procedure involves:
    • SMEs developing a comprehensive list of job elements and subelements
    • SMEs providing work examples of each element and subelement
  • Criticized for ignoring specific job tasks and focusing on hypothetical worker traits or abilities

Position Analysis Questionnaire (PAQ)

  • A standardized instrument that focuses on general work behaviors
  • Consists of 195 items or elements, including 187 that describe general work behaviors, work conditions, and job characteristics
  • Organized along six dimensions:
    • Information input
    • Mental processes
    • Work output
    • Relationships with other persons
    • Job context
    • Other job characteristics
  • Results in a profile of the job

Job Analysis and Personality Traits

  • Determining personality traits critical for a particular job is a challenge for HR and talent acquisition professionals
  • The DeGarmo Personality Inventory (DPI) is a tool used to determine personality traits
  • O*NET provides information on importance ratings for work styles, which can be interpreted in terms of the Big Five personality factors
  • Example: attention to detail work style is relevant to the Big Five factor of conscientiousness

Test your knowledge of DOT entries and occupational codes for faculty members. Learn about the nine-digit occupational code and its significance in identifying specific jobs based on occupational categories, data, people, and things.

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