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Job element method is the work oriented job analysis approach. It was originally developed by
Earnest Primoff. The JEM of job analysis is focuses on the human attributes necessary for
superior performance on the job. It is used to match what applicants can do against what the
work calls for and particularly useful in developing work sample tests for selection. It focuses on
work behaviors and the results of these behaviors. JEM uses more work-related wording than
psychology-related wording.
Content of element
Cognitive elements = i.e. recognizing tools, reading blueprints, computing means
Psychomotor elements = ability to sense and perceive
Work habits = collections of behaviors that are more motivational in character (i.e.
willingness to take on extra work)
Using work habits as elements = a pro
Steps in JEM
1. Gather elements from SMEs
2. Have experts rate on 4 scales (B, S, T, P)
3. Derive scale values from ratings
4. Share ratings with experts (TV, IT, TR)
5. Use results in application (i.e. developing tests)
1. Gathering elements
Conducted by professional analyst & 6 SMEs (incumbents and supervisors)
Two 3-5 hour sessions (first=collecting data, second=applying findings to testing,
training, etc.)
Analyst encourages SMEs to be exhaustive in list of elements (and then to provide sub
elements)
3. Derive scale
In preparation for second session
Six SMEs=possible 12 pts (0=0; check=1; +=2)
TV (total value)=value of element in differentiating abilities of applicants for a job
Maximum value of 150; 100+=significant and are called elements in JEM results
IT (item index)=extent to which a sub element is important in content of test (values
greater than 50% can rank applicants)
TR (training value)= value of the element in training (75 or greater)
5. Use results
Job coefficient is very mathematical
J-coefficient=estimate of the validity coefficient that would result if a validation study
were conducted, but is derived from human judgment rather than empirical comparisons
of test scores
To calculate, we need: (1) correlations of job elements with performance (2) correlation
of test with job elements (3) correlations of job elements among themselves
Job elements cause overall job performance