172 Human Resources Management for Public and Nonprofi t Organizations
3. Work output. What physical activities does the worker perform, and what
tools or devices are used?
4. Relationships with other people. What relationships are required in per-
forming the job?
5. Job context. In what physical and social contexts is the work performed?
6. Other job characteristics. What activities, conditions, or characteristics
other than those already described are relevant to the job?The PAQ items are rated using different scales, including impor-
tance, amount of time required, extent of use, possibility of occurrence,
applicability, and diffi culty. It is scored by a computer, and a profi le for the
job is compared with standard profi les of known job families, enabling
the comparison of one job to another. The quantitative nature of the PAQ
enables it to be used for evaluating job worth and for identifying applicable
exams for screening applicants.Department of Labor Procedure and Functional Job Analysis
The Department of Labor Procedure (DOL) and Functional Job Analysis
(FJA) are comprehensive approaches that concentrate on the interactions
among what an employee does with respect to data, people, and things (see
Table 6.1 ). In addition, the FJA considers the goals of the organization,
what workers do to achieve those goals in their jobs, level and orientation
of what workers do, performance standards, and training content.TABLE 6.1. DEPARTMENT OF LABOR WORKER FUNCTIONS
Data People Things
0 Synthesizing 0 Mentoring 0 Setting up
1 Coordinating 1 Negotiating 1 Precision working
2 Analyzing 2 Instructing 2 Operating - controlling
3 Compiling 3 Supervising 3 Driving - operating
4 Computing 4 Diverting 4 Manipulating
5 Copying 5 Persuading 5 Tending
6 Comparing 6 Speaking - signaling 6 Feeding - offbearing
7 Serving 7 Handling
8 Taking instruction and helping