
Contents
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Purpose and Definitions Purpose and Definitions
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Two Branches of Descriptors Two Branches of Descriptors
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Work activities. Work activities.
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Worker attributes. Worker attributes.
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Job specification. Job specification.
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Position and job. Position and job.
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Decisions Decisions
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Whole versus Part; Which Part Whole versus Part; Which Part
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Signs and Samples, Contents and Constructs Signs and Samples, Contents and Constructs
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Necessity of Task Information Necessity of Task Information
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Job Context Job Context
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Larger Context Larger Context
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Choice of Scales Choice of Scales
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Time Time
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Task Detail Task Detail
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Abilities and Setting Standards Abilities and Setting Standards
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Choice of Procedures Choice of Procedures
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Common Methods of Job Analysis Common Methods of Job Analysis
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Conventional Task-Oriented Procedures Conventional Task-Oriented Procedures
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Critical Incident Technique. Critical Incident Technique.
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Functional Job Analysis. Functional Job Analysis.
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Task Inventory Analysis. Task Inventory Analysis.
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DACUM. DACUM.
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Standard Lists of Traits Standard Lists of Traits
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Taxonomy Taxonomy
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Sensory. Sensory.
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Motor. Motor.
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Intellectual/Cognitive. Intellectual/Cognitive.
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Rewards. Rewards.
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Personality. Personality.
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O*NET O*NET
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Ability Requirements Scales Ability Requirements Scales
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Threshold Traits Analysis Threshold Traits Analysis
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Management Competencies Management Competencies
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Job Analysis and Test Validation Job Analysis and Test Validation
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Conventional Validation Strategy Conventional Validation Strategy
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The Predictor Side The Predictor Side
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The Criterion Side The Criterion Side
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Alternative Validation Strategies Alternative Validation Strategies
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Alternative Strategies—Synthetic Validity, Transportability, and Validity Generalization Alternative Strategies—Synthetic Validity, Transportability, and Validity Generalization
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Synthetic Validity and Job Component Validity Synthetic Validity and Job Component Validity
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Individual-level study design. Individual-level study design.
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Individual-level research findings. Individual-level research findings.
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Job-level studies. Job-level studies.
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JCV research findings. JCV research findings.
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Validity Transport Validity Transport
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Validity Generalization Validity Generalization
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Alternative Strategies—Judgment Based Alternative Strategies—Judgment Based
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Content Validity and Certification Testing Content Validity and Certification Testing
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Minimum Qualifications Minimum Qualifications
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Conclusions Conclusions
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References References
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7 Job Analysis for Knowledge, Skills, Abilities, and Other Characteristics, Predictor Measures, and Performance Outcomes
Get accessMichael T. Brannick, Department of Psychology, University of South Florida, Tampa, FL
Adrienne Cadle, Department of Educational Measurement and Research, University of South Florida, Tampa, FL
Edward L. Levine, Department of Psychology, University of South Florida, Tampa, FL
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Published:21 November 2012
Cite
Abstract
Job analysis is the process of discovering the nature of a job. It typically results in an understanding of the work content, such as tasks and duties, understanding what people need to accomplish the job (the knowledge, skills, abilities, and other characteristics), and some formal product such as a job description or a test blueprint. Because it forms the foundation of test and criterion development, job analysis is important for personnel selection. The chapter is divided into four main sections. The first section defines terms and addresses issues that commonly arise in job analysis. The second section describes common work-oriented methods of job analysis. The third section presents a taxonomy of knowledge, skills, abilities, and other characteristics along with worker-oriented methods of job analysis. The fourth section describes test validation strategies including conventional test validation, synthetic validation, and judgment-based methods (content validation and setting minimum qualifications), emphasizing the role of job analysis in each. The last section is a chapter summary.
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