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Workshop consist of group or panel of 10 to 20 job incumbents who work with a group leader to produce a job analysis.


are selected for their knowledge of the job they are referred to as subject matter expert or SMEs

Selecting and preparing SMEs to participate in the workshop. A panelist should possess a willingness to participate in the workshop have a minimum six months tenure in the job possess reading writing and speaking skills. They are trained in how to develop and rate task

Identifying and rating job tasks. Following training the workshop leader serves as a group facilitator. The group describes the major activities and the facilitator records their comments. Identifying and rating KSAs associated with these job tasks After rating job tasks KSAs required for successful performance of these tasks are identified. The purpose of these ratings is to identify the most essential KSA that must be possessed by those applying for the job.

Currently operational. Off the shelf availability. Occupational Versatility. Standardization User/Respondent acceptability Required amount of job analyst training. Sample size Cost

The process is designed to generate a list of especially good and poor examples of performance(incidents)that job incumbents exhibit. The Object of CIT is to gather information regarding specific behaviors that actually have been observed. The behaviors are then grouped into job dimensions.

Each critical incident consists of a)Description of situation b)The effective or ineffective behavior performed by a job incumbent. c)The consequences of that behavior. The result of CIT is the list of events where employees performed tasks poorly or exceptionally well.

Selecting the method for Critical Incident collection. Selecting a panel of job experts. Generating critical incidents. Defining Job dimensions.

The F-JAS was developed by Edwin Fleishman. The F-JAS consists of a series of behaviorally anchored 7-point rating scales that allow those familiar with the jobs tasks to rate the level of each ability required to perform it.

Completed by a panel of Subject Matter Experts, each survey can accommodate up to 25 raters. The special features of these rating scales include the precise nature of the ability definitions and examples of job tasks that require different levels of that ability.

Steps involved in applying FJAS 1.Determining level of analysis. 2.Selecting job agents. 3.Rating ability levels for each task. 4. Analyzing results 5.Selecting tests.

More than 50 years ago Sidney Fine and his associates recognized that one of the problems in studying work is the imprecision of language used in describing jobs.

Two types of task information are obtained from FJA 1.What a worker does, that is the procedures and processes engaged in by a worker as a task is performed.

2.How a task is performed in context of the physical mental and interpersonal involvement of the worker with the task. These types of information are used to clarify both what a worker does and the results of those job behaviors.

All jobs require workers to deal in some degree with people (clients ,customers coworkers etc) When a task focuses on data the worker is required to use mental resources knowledge memory etc. When a task focuses on people the worker needs interpersonal resources courtesy empathy tact etc.

Organizing job incumbents to analyze the job. Specifying job outputs. Identifying job tasks. Measuring worker functions. Measuring worker instruction. Measuring worker qualification. Identifying employee specification.