NCJ Number
70802
Date Published
1980
Length
129 pages
Annotation
Second in a four-part series, this volume reviews, evaluates, and compares the major methods of job analysis. The purpose is to assess the feasibility of applying human resources methods developed in the private sector to problems in the criminal justice system.
Abstract
A review of the uses for job analysis information is followed by critiques of selected job analysis methods. The first principle job analysis method examined is functional. The discussion suggests a framework within which the personnel manager or administrator can evaluate the potential usefulness of job analysis methods for the particular situation. A comprehensive list of uses for job analysis information is proposed, and 10 evaluative factors are suggested to aid in determining practicality. The second paper reviews the Ability Requirements Scales, describing the individual scales as well as uses for various human resources activities. In the review of the Critical Incident Technique, the data collection method is described and the advantages and disadvantages of the approach are discussed. In addition, three of the most widely used applications of the technique--performance evaluation, training, and selection--are considered. The Position Analysis Questionnaire, a structured job analysis questionnaire consisting of 195 job elements describing behavior involved in the performance of a job is reviewed and the advantages and disadvantages for this method of analysis are described. The final paper reviews the Job Element Method, a procedure for analyzing jobs which focuses on the human attributes necessary for superior performance on the job. Included are a description of the data collection method and a discussion of uses for the results, the advantages and disadvantages of the approach, and the availability of training for job analysts. Tables and chapter references are provided. For other volumes, see NJC 70801, 70803, and 70804. (Author abstract modified)