Job Analysis Method Research Articles

HRM practice in commercial banks: A case study of Bangladesh

The study was conducted to explore the extent of human resource management (HRM) usually practiced by five prominent commercial Banks of Bangladesh. The survey activities were done by the combination of structured questionnaire, unstructured interview and observation methods in order to examine the issues involved in employee selection and recruitment, salaries and wages, job analysis methods, performance evaluation, audit promotion scheme, Training & Development programs. In this paper a five point likert scale is used to measure major problems of HRM in commercial Bank and also record the employees' opinion on eight indicators to measure their levels of job satisfactions.

Occupational Information Network: Framework、Features and Applications

Traditional job analysis methods have relatively obvious disadvantages like inadaptation to environmental change and cost inefficiency.The development of Occupational Information Network(O*NET) is deemed to solve these aforementioned problems.The key framework of O*NET,known as content model,incorporates the work and worker information together.The main features of O*NET contain unit reduction,cost effectiveness and timeliness,hierarchically nested model,cross-occupation descriptors.The paper argues that O*NET plays an important role in individual development and organizational management.Recent research progress on O*NET is summarized in two fields:job analysis and occupational classification.Future research in Chinese context is suggested to explore further in different areas.

직무분석의 상황론적 접근과 활용방안

Along with the rapid change environment, many organizations have come to consider a method of job analysis for better human resource management. Researchers and practitioners recognize that it is necessary to develop a new method of job analysis, however, there are not enough empirical studies. This research aims to clarify what kind of job analysis methods are proper to develop human resources ultimately. Its specific purpose are the following. First, to study representative job analysis methods theoretically. Second, to develop methods by its goal and practical use. Third, to show a empirical study in the real development case. This paper make contribution to develop a integrated job analysis method by contingent approach.

Evaluation of ergonomic postures of hairdressers by rapid entire body assessment

Background & Objective: Musculoskeletal Disorders (MSDs) are major parts of the occupational diseases in workplaces. Protection from such diseases is dependent on assessment and improvment of job posture by using job analysis methods in ergonomics.This study was aimed to evaluate ergonomics conditions of Hairdressers by REBA in 2011. Materials & Method: This study was a discriptive-analytical approach performed on 50 persons working at hairdressers by using REBA method. The prevalence of MSDs was obtained by using Nordic Musculoskeletal Questionnaire (NMQ). The data were analyzed by SPSS15. Results: In the investigation, the Prevalence of disorders for different parts of the body was as follows: 8% for wrist, 20% foe neck, 36% for shoulders, 46% for back and 84% for legs. The risk level for right part body was as follows: 4% in low level, %56 in middle,%30 in high and %10 in very high. The risk level for left part body was as follows: 4% in low level, %76 in middle,%16 in high and %4 in very high. Conclusion: It is concluded that the work conditions need to be improved. In addition the level of education regarding biomechanical hazardous effects as well as correct work conditions and postures should be increased.

Task Analysis of Managers in the Customized Visiting Health Services

Purpose: The aim of this study was to analyze the tasks of managers who were working in the Customized Visiting Health Services (CVHS) and to prioritize analyzed tasks according to performance frequency, perceived importance, and difficulty. Methods: Job analysis method by Hartley (1999) was used for task analysis and performance frequency, perceived importance, and difficulty were used for prioritize as criteria. A total of 85 managers in the CVHS of public health centers nationwide were recruited through e-mail and mail survey. Using SPSS/WIN 15.0, descriptive statistics, such as frequency distribution, means, median, and standard deviation, were conducted to examine each subject's general characteristics, the frequency, importance, and difficulty of the tasks as well as to prioritize the each task. Results: The job description of the managers revealed 12 duties, 35 tasks, and 104 task elements. Of the 85 managers, 84.8% were classified as nurses, 40.5% were home health care specialists, and 32.9% were social workers. Their coretasks were management of client cases, budget management, and management of work performance and quality assurance. Conclusion: Considering the analyzed managers’ tasks and core tasks, we need to examine each manager’s role precisely and provide various educational programs for improving overall manager competence.

Job Analysis Techniques for Distal Upper Extremity Disorders

Distal upper extremity (DUE) work-related musculoskeletal disorders (WMSDs) are among the most costly injuries suffered in industry today. These WMSDs are reported in both office (computer use) and manufacturing environments. Job physical exposure analysis techniques for DUE WMSDs range from simple checklists to quantitative models. A summary of literature review of biomechanical, physiological, psychophysical and epidemiological bases for job physical exposure risk factors for DUE WMSDs is provided. Several job analysis methods suitable for manufacturing environments are reviewed and discussed. A comparative analysis of Rapid Upper Limb Assessment (RULA), Threshold Limit Value for Hand Activity Level (TLV for HAL), and the Strain Index is provided along with results from validation studies and advantages and disadvantages of each method. Three examples from industries are provided to demonstrate applications of RULA, TLV for HAL, and the Strain Index. Last, issues with current job analysis methods when a worker rotates to different jobs and/or when a job consists of several tasks are discussed as well as the need for more robust models to account for these variations in physical exposure in real-world environments.

職務分析・課題分析の活用可能性への考察 大手小売店における知的障害者雇用事例から

職務分析・課題分析の活用可能性への考察 大手小売店における知的障害者雇用事例から

Measurement Consistency Among Observational Job Analysis Methods During an Intervention Study

Several observational methods are available for ergonomists to evaluate the exposure to musculoskeletal disorder (MSD) risk factors associated with work. Those methods can be used to evaluate the impact of modifications done at a workstation on the exposure to risk factors. Three methods (QEC, OCRA and 4D Watbak) were used to assess the exposure to MSD risk factors before and after the implementation of changes at a saw and block opening workstation. The results from those 3 methods served to compare the methods and evaluate their consistency. Comparisons among the methods showed positive association between QEC and OCRA indices, and between the QEC back index and 4D Watbak.

Work sampling: Methodological advances and new applications

AbstractThis article introduces an effective job analysis method for examining how people spend their working time, that is, the tasks they perform, the time each accounts for, and how they perceive these. Based on the principles of work sampling, it addresses several disadvantages of existing techniques. Self‐report data are collected using mini portable computers (personal digital assistants; PDAs), the efficiency of which enables a more comprehensive approach to be adopted. A key feature of the method is the use of multilevel categories to examine work tasks from multiple perspectives, simultaneously, in a detailed manner. The article describes the development of the method, illustrates its procedures and analyses using sample research data, and evaluates its use as an organizational research tool. Furthermore, it provides detailed and accessible descriptions of the numerous methodological and technical procedures common to all work sampling approaches, and discusses the various associated issues. © 2009 Wiley Periodicals, Inc.

Relationships between observational estimates and physical measurements of upper limb activity†

This study examined the internal validity of observational-based ergonomic job analysis methods for assessing upper limb force exertion and repetitive motion. Six manual tasks were performed by multiple ‘workers’ while direct measurements were made to quantify force exertion and kinematics of the upper limb. Observational-based analyses of force and upper limb motion/repetition were conducted by 29 professional ergonomists. These analysts overestimated the magnitude of individual force exertions – temporal aspects of force exertion (duty cycle) were estimated more accurately. Estimates of the relative severity of repetitive motions among the jobs were accurate. Absolute counts of repetitive motions were less accurate. Modest correlations (r2 = 0.28 to r2 = 0.50) were observed between ratings of hand activity level and measured joint velocities. Ergonomic job analyses relying on systematic observation should be applied and interpreted with consideration given to the capabilities and limitations of analysts in estimating the physical risk factors. These findings are relevant to a better understanding of the internal validity of ergonomic job analysis methods based on systematic observation.

New Tricks for an Old Dog: Visualizing Job Analysis Results

For the past 30 years, job analysis researchers and practitioners have relied on the same job analysis methods for their work. While these methods have proven to be effective for describing jobs, they do not take advantage of advances in technology and data analysis. The present study applies visualization and network analysis techniques to job analysis data. The result is a simple graphical presentation that facilitates effective and efficient communication of results to individuals who are not job analysis experts, such as organization managers.

Developing Measures of Job Performance for Support Staff in Housing Services for People with Intellectual Disabilities

Background There is an absence of research concerning the assessment of housing support worker job performance, particularly in the development of job performance measures that reflect the priorities of people with intellectual disabilities and their families.Method A worker‐oriented job analysis method was used to develop four short job performance measures for direct housing support staff, from the perspective of people with intellectual disabilities (n = 82), family members (n = 38), support staff (n = 122) and service managers (n = 115).Results All four job performance measures showed adequate internal and test–retest reliability and showed very few associations with staff and resident characteristics, although there were no associations between the job performance measures. The service user and manager‐rated job performance measures showed the widest range of associations with aspects of staff well‐being, service quality and service user choice and satisfaction with life, and show the most promise as short, practical measures of the job performance of direct housing support workers.Conclusions These methods of developing job performance measures show promise, and further investigation of user‐defined staff competencies is warranted.

O etyce pracy nauczyciela akademickiego

In all the volumes of Annales. Ethics in Economy there are several interesting papers about the ethics of teaching in academic schools. I would like to add my paper to this collection at the conference in 2007. In my paper I write about my own experiences during the work with students in several schools. In this description I use the method of job analysis recommended by the International Labour Organization in Geneva: the praxeological method of prof. Kotarbiński and an encyclical of John Paul II. I attempt to prove the thesis that teaching of ethics to students makes sense and gives results only when the teacher is able to convince young people to the value of honest work in their personal lives. This thesis may be promoted by positively motivated teachers and well organized working processes in the school.

Status of human resource management in public university libraries in Bangladesh

The study conducted a survey in five prominent public university libraries in Bangladesh to explore the extent of Human Resource Management (HRM) usually practiced by them. The survey used a combination of structured questionnaire, unstructured interview, and observation methods to examine the nature and type of library human resources, their professional categories, management issues including staff selection and recruitment, salaries and wages, job analysis methods, performance evaluation, audit, and promotion, supporting Human Resource Development (HRD) programmes, etc. The study used a five point Likert scale to rank major problems of HRM in libraries, and also to record staff's opinion on twelve (12) indicators measuring their levels of job satisfaction. Finally, the paper provided future directions for better HRM practices in the common interest of public university libraries in Bangladesh.

Status of human resource management in public university libraries in Bangladesh

The study conducted a survey in five prominent public university libraries in Bangladesh to explore the extent of Human Resource Management (HRM) usually practiced by them. The survey used a combination of structured questionnaire, unstructured interview, and observation methods to examine the nature and type of library human resources, their professional categories, management issues including staff selection and recruitment, salaries and wages, job analysis methods, performance evaluation, audit, and promotion, supporting Human Resource Development (HRD) programmes, etc. The study used a five point Likert scale to rank major problems of HRM in libraries, and also to record staff's opinion on twelve (12) indicators measuring their levels of job satisfaction. Finally, the paper provided future directions for better HRM practices in the common interest of public university libraries in Bangladesh.

Development of an O*NET web-based job analysis and its implementation in the U. S. Navy: Lessons learned

Job analysis is described as the building block of most Human Resource (HR) functions. In recent years, many HR functions have been automated or adapted to computer applications; however, the use of computers for job analysis is lagging. The purpose of this paper is to describe a web-based job analysis process that is based on O*NET. The web-based job analysis process is more flexible and less resource intensive than traditional job analysis methods. The paper also will describe the application of the web-based job analysis process in the U.S. Navy and discuss strengths and limitations of this system.

Commentary: A Closer Look at Task Analysis: Reactions to Wang, Schnipke, and Witt

In the Spring 2005 issue, Wang, Schnipke, and Witt provided an informative description of the task inventory approach that centered on four functions of job analysis. The discussion included persuasive arguments for making systematic connections between tasks and KSAs. But several other facets of the discussion were much less persuasive. This article offers a critique in the form of four counterarguments: (1) The job analysis method must be appropriate to the nature of the work; (2) The capacity of the task analysis inventory method to describe a complex profession is questionable; (3) Task importance ratings are inherently deficient; and (4) Careful generation of KSAs does not assure systematic item development, which is also necessary in the chain of validity evidence.

DACUM: a versatile competency-based framework for staff development.

The purpose of this article is to share a competency-based method of job analysis known as DACUM (Develop A CUrriculuM) that provides a credible and defensible framework for developing job descriptions, identifying training needs, and prioritizing staff development initiatives. The process capitalizes on the power of group synergy, interaction, and consensus and facilitates employer/employee buy-in. It is easily adapted for use in any occupational setting, and may be particularly appreciated during organizational restructuring efforts.

Predictive validity of the strain index in manufacturing facilities.

The Strain Index is a job analysis method for determining if workers are exposed to increased risk of developing distal upper extremity disorders. Its predictive and external validity was initially demonstrated in a pork processing plant. The purpose of this study was to evaluate its predictive validity in two manufacturing plants. While blinded to health outcomes, investigators analyzed the right and left sides of 28 single-task jobs using the Strain Index and classified them as "hazardous" or "safe" based on the Strain Index score. Subsequently, OSHA 200 logs were used to ascertain the occurrence of distal upper extremity disorders retrospectively. If at least one such disorder occurred on the right or left side during the prior three years, that side was classified as "positive." If no such disorder was reported during the prior three years, that side was classified as "negative." When comparing sides, symmetry between morbidity and hazard classification was required. When comparing jobs, such symmetry was not required. Evidence of association between the hazard classifications and the morbidity classifications for the 56 sides and the 28 jobs was evaluated using 2 x 2 contingency tables. For the sides, the association between hazard classification and morbidity classification was statistically significant with an empirical odds ratio of 73.2. The sensitivity, specificity, positive predictive value, and negative predictive value were 1.00, 0.84, 0.47, and 1.00. Similar results were noted for the jobs--the empirical odds ratio was 106.6, and the sensitivity, specificity, positive predictive value, and negative predictive value were 1.00, 0.91, 0.75, and 1.00. While these results provide additional evidence of the Strain Index's external validity and predictive validity, it should be noted that these jobs involved the performance of single tasks.

Predictive validity of the Strain Index in turkey processing.

The Strain Index is a job analysis method for determining if workers are exposed to increased risk of developing distal upper extremity disorders. Its predictive and external validity was initially demonstrated in a pork processing plant. The purpose of this study was to evaluate the predictive validity of the Strain Index in one turkey processing plant. While blinded to health outcomes, investigators analyzed the right and left sides of workers in 28 jobs using the Strain Index and classified them as "hazardous" or "safe" based on the Strain Index score. Subsequently, OSHA 200 logs were used to ascertain the occurrence of distal upper extremity disorders retrospectively. If at least one such disorder had occurred on the right or left side during the previous 3 years, that side was classified as "positive." If no such disorder was reported during the previous 3 years, that side was classified as "negative." When comparing sides, symmetry between morbidity and hazard classification was required. When comparing jobs, such symmetry was not required. Evidence of association between the hazard classifications and the morbidity classifications for the 56 sides and the 28 jobs was evaluated using 2 x 2 contingency tables. For the sides, the association between hazard classification and morbidity classification was statistically significant, with an odds ratio of 22.0. The sensitivity, specificity, positive predictive value, and negative predictive value were 0.86, 0.79, 0.92, and 0.65, respectively. Similar results were noted for the jobs--the odds ratio was 50.0, and the sensitivity, specificity, positive predictive value, and negative predictive value were 0.91, 0.83, 0.95, and 0.71. These results provide additional evidence of the external validity and predictive validity of the Strain Index.