JOB ANALYSIS(QUANTITATIVE ANALYSIS)

Submitted by Pramit Mandal(2020MSM018)

Job analysis is of two types.(i)Qualitative analysis (ii) Quantitative analysis

Here, Quantitative analysis is discussed.

Quantitative Analysis
1. Position Analysis Questionnaire – Position Analysis Questionnaire is a very structured job
analysis questionnaire filled by a job analyst himself.

2. Management Position Description Questionnaire – MPDQ is a standardized instrument

designed specifically for use in analysing managerial jobs.

3. Functional Job Analysis – This method tries to examine the fundamental components of ‘data,
people and things.’

(i)Position Analysis Questionnaire- Position analysis questionnaire (PAQ) is a job

analysis questionnaire that evaluates job skill level and basic characteristics of applicants for a
set match of employment opportunity. PAQ was developed at Purdue University by McCormick,
E.J., & Jeanneret, and Mecham in 1972. The PAQ method involves a series of detailed
questioning to produce many analysis reports. This method is widely used within industrial and
organizational psychology, individual psychological assessment and human
resource departments, and can be easily administered by any individual trained in job analysis.

Positional Analysis Questionnare was developed with the hope that it could be used with a
minimum of training on the part of the individual analyzing a job. Compared to many other
methods in job analysis, PAQ has been found to be effective, inexpensive, and easy to use
for human resource and trainees. Its purpose is to define the duties and responsibilities of a
position in order to determine the appropriateness of the position classification, essential
functions and/or whether or not the position is exempt from overtime. PAQ contains 195 items
called "job elements" and consists of six different divisions:

1. Information input
2. Mental processes
3. Work Output
4. Relationship with other people
5. Job context
6. Job related variables

(ii) Management Position Description Questionnaire -The Management Position

Description Questionnaire (MPDQ) is a questionnaire used in human resource
management for the purpose of analysing management positions. It allows HR
departments to establish training requirements, salary bands and job groupings for new
posts. It has 208 items grouped in 13 categories. These categories also include 197
performance elements. Due to its narrative format, the MPDQ generally requires some
 degree of training before it can be properly used. The questionnaire was created by
Walter W. Tornow and Patrick R. Pinto in 1976
(iii)Functional Job Analysis-Functional Job Analysis is the practice of examining either a
job’s requirements and assigning the right candidate for that job or examining the
candidate’s qualifications and skills and assigning the right job to that candidate. It also
functions in reverse by not matching the wrong candidate to a job or vice versa. An
obvious example would be not hiring someone with no arms to do any job requiring
lifting things. In a small business with only a couple of job types, this is not a difficult
proposition. In a major company with thousands of people doing hundreds of different
jobs, it can become a Gordian Knot. It’s up to the functional job analyst to be Alexander
with the sword.

Functional job analysis (FJA) is a method used by human resources and industrial-
organizational (I/O) psychologists to assess occupational roles within an organization.
This method is characterized by a detailed examination of an individual’s abilities and
overall qualification compared to the demands and expectations of their specific position
within a larger structure. This type of job analysis is used in both private and public
sectors to ensure that applicants or current employees are able to fill their occupational
roles and responsibilities in a safe, productive manner.

Employees are typically the most valuable and important resource in any company.
Successful business leaders know that placing the right people in jobs that are suited to
them is critical to long-term success. Ultimately, the purpose of any kind of job analysis
is to ensure that employers invest in workers that can provide overall value to their
organization. This includes a thorough investigation of an individual’s ability to perform
their job as well as the ways their performance could impact the work of other team
members.