Comprehensive Job Analysis and Position Valuation Techniques

Posted on Jul 12, 2025 in Business Administration and Management (BAM)

Position Evaluation

Position evaluation assesses the task, not the individuals occupying the position.

Information Collection

Aspects of Work

  • Asking the owner directly
  • Reviewing written inventory
  • Meeting with other supervisors
  • Comparison

Working Methodologies

FJA (Functional Job Analysis)

  1. Nature of the job
  2. Summary and requirements of employees
  3. Classification of work activities
  4. Organization of functions ranging from simple to complex
  5. Job-related tasks that include objectives and needs identified in training

MPDQ (Management Position Description Questionnaire)

  1. Designed to analyze positions with managerial responsibilities within an organization
  2. Based on 197 issues relating to occupations and responsibilities of managers
  3. Detects training needs, including:
    • Strategic planning
    • Coordination of other organizational units and personnel
    • Internal control of the business
    • Consultant role
    • Autonomy of action
    • Financial decisions
    • Advisory service
    • Supervision

METRA’s

Conducts interviews between the job analyst and the incumbent.

Measures
  • Job Objectives
  • Responsibilities
  • Staff composition

JIMS System (Job Information Matrix System)

Collects information on computer usage, required knowledge, and working conditions.

Analysis Method

  1. Narrative descriptions of positions. Data collected from different sources are processed into written descriptions of job activities.
  2. Identifies needs to change equipment, materials, procedures, and new technologies.
  3. Describes the most efficient and effective way to do the job.

OAI (Occupational Analysis Inventory)

Consists of 600 items that measure:

  • Mental activities
  • Behavior
  • Aim of the work
  • Work context

Aspects of the Subject

  • Physical or mental activities
  • Aim and purpose of each task
  • Regularity and frequency of each performance

PAQ (Position Analysis Questionnaire)

  1. 187 items are oriented toward characterizing the activities of the worker, and seven are aimed at remuneration issues.
  2. The first section includes aspects related to sources of information the employee uses in their position. The second relates to the mental processes used.
  3. Other sections cover the use of machinery and tools, relationships with others, the context of the position, and other features.

JEI (Job Element Inventory)

A structured questionnaire that includes obligations related to a specific field of activity, covering:

  • Specificity in relation to the job
  • Relative importance in the context of the job
  • Time spent in implementation
  • Complexity
  • Learning difficulties

Physical Capabilities Assessment

Analyzed from the standpoint of physical requirements, such as:

  • Dynamic force
  • Flexibility
  • Balance
  • Static strength
  • General body coordination

Critical Incident Technique

The analyst describes critical work events, which are then scored based on their importance and the degree of ability required to overcome them. It captures:

  • What circumstances occurred?
  • What did the employee do?
  • What were the consequences of their behavior?

Position Valuation

  • A means of determining the relative value of each position within the organizational structure.
  • Attempts to determine the relative position of each post compared to others.
Purpose
  • To allow equitable distribution of wages within an organization.