Human Resources Management for Public and Nonprofit Organizations

Job Analysis 171

Job Analysis Techniques

A variety of job analysis approaches have been developed over the years.

These approaches gather information on job content and worker char-

acteristics that are common to jobs across a wide spectrum. They might

describe how the incumbent does the job, the behaviors that are required

to perform the job, or the activities that are performed. Let ’ s look at some

of the common approaches used.

Position Analysis Questionnaire

The Position Analysis Questionnaire (PAQ), developed by researchers at

Purdue University, is a structured job analysis questionnaire consisting of

187 worker - oriented job activities and work situation variables divided into

six categories:

1. Information input. Where and how does the worker get the information

that is used in performing the job?

2. Mental processes. What reasoning, decision - making, planning, and infor-

mation - processing activities are used in performing the job?

Communicates an exciting vision of our impact and our future.

Is true to those not in the room.

Personal Credibility

Maintains composure and professional demeanor, especially under pressure.

Delivers what is promised.

Acknowledges one ’ s own mistakes and limitations.

Defl ects credit for accomplishments to those who are responsible.

Demonstrates unqualifi ed loyalty and inspires commitment to our mission

and values.

Models stewardship for donated dollars.

Sets high personal standards and acts as role model for professionalism.

Models volunteer/staff relationships in accordance with our polices.