Technical Job Analysis and Work Measurement Methods
Functional Job Analysis (FJA)
Functional Job Analysis (FJA) was developed by the U.S. Department of Labor during the 1950s and 1960s. It uses the person, the available data, and the position as references. These elements are used to improve the allocation of employees and advise workers within employment offices.
Core Assumptions of FJA
The primary distinction in FJA is between what is done and what workers do to get things done. Jobs are categorized by their relationship to three domains:
- Data: Involves mental resources.
- People: Involves interpersonal resources.
- Things: Involves physical resources.
The functions performed make limited use of the specific characteristics and qualifications of the worker. These functions are hierarchical and ordinal, ranging from the most complex to the simplest tasks.
Management Position Description Questionnaire (MPDQ)
The Management Position Description Questionnaire (MPDQ) is a quantitative technique based on the checklist method. It includes 197 questions relating to the occupations and responsibilities of managers, including their requirements and restrictions. The data is condensed into 13 factors:
- Economic planning
- Coordination with other units and personnel
- Internal control of the company
- Responsibility for products and services
- Relationships with the public and clients
- Professional advice
- Autonomy
- Approval of financial commitments
- Personal advisor services
- Supervision
- Complexity and stress
- Economic responsibility
- General staff management
This method is suitable for evaluating management positions, identifying training needs, creating job families, determining pay scales, establishing selection procedures, and measuring performance.
The PLAN NO Method
The PLAN NO method is less structured than previous techniques. Its primary aims include the improvement, placement, and recruitment of management, as well as job evaluation, performance measurement, and accountability under organizational analysis criteria.
Stages of PLAN NO
The process begins with an initial interview between the analyst and the position holder to gather information regarding the objectives, scope, nature, and liability of the position.
Nature and Scope of the Position
As the essence of PLAN NO, this section includes:
- How the position is adapted to the organization.
- General membership and support staff.
- The nature of expertise required by the position.
- Required problems and solutions.
- Control and the degree of freedom to act and solve problems.
Disadvantage: This method depends heavily on the skill of the interviewer.
Job Information Matrix System (JIMS)
The Job Information Matrix System (JIMS) collects information on what the employee does, the tools they use, the knowledge they need, their responsibilities, and the terms under which they work.
- Advantage: High level of standardization.
- Disadvantage: Primarily limited to office work.
Occupational Analysis Inventory (OAI)
The Occupational Analysis Inventory (OAI) utilizes person-oriented elements integrated into five specific groups:
- Information received
- Mental activities
- Work performance
- Objectives
- Context
Each element is scored on three scales: significance, occurrence, and applicability.
- Advantage: Highly effective for assessing training needs.
- Disadvantage: Contains a high volume of elements to manage.
Work Measurement and Analysis Methods
Element-centered job analysis focuses on the specific components of a task. The results are typically used to implement changes in tools or equipment, product design, materials, or health and safety protocols. The primary objectives are effectiveness and efficiency.
Steps in Work Measurement
The goal is to establish a standard time for all units of work activity within an office or task. This allows the organization to set incentives for performance exceeding the standard and to determine operational costs.
Measurement Methods
- Stopwatch Studies: Used to determine specific times for tasks.
- Work Sampling: Involves taking snapshots of the activities of an individual or group through cameras or direct observation. Time is measured and classified into categories.
Results of Analysis
The final output provides a detailed description of activities for grading purposes and the percentage of time spent on each specific activity.