Position analysis questionnaire
Position analysis questionnaire or "PAQ" is a method of Job analysis questionnaire that evaluates job skill level and basic characteristics of applicants for a set match of employment opportunity. The position analysis questionnaire has been developed at Purdue University by McCormick, E.J., & Jeanneret, and Mechame in 1972. The Position analysis questionnaire involves a series of detail questioning to produce many analysis reports.[1] This method is high in use within Industrial and Organizational Psychology also Individual psychological assessment the Human Resource department or any individual trained in Job analysis take part in "PAQ".
Purpose of PAQ
The PAQ was developed with the hope that it could be used with a minimum of training on the part of the individual who uses it in analyzing a job. [2] Compared to many other methods in Job analysis PAQ has been created to be more effective becoming easy to use for Human resource and trainees, they are less time consuming to conduct and inexpensive. This questionnaire's purpose is to further define the duties and responsibilities of a position in order to determine the appropriateness of the position classification, essential functions and/or whether or not the position is exempt from overtime. Position analysis Questionnaire contains 194 items called "job elements" and consists of six different divisions:
- 1. Information input
- 2. Mental processes
- 3. Work Output
- 4. Relationships with other persons
- 5. Job context
- 6. Job related variables
Advantages of PAQ
The Position analysis questionnaire is inexpensive and takes little time conduct. It is one of the most standardized job analysis methods, it has levels of reliability, its position can be compared through computer analysis.[3] PAQ elements apply to a various number of jobs across-the-board, as diverged with job assignments. Position Analysis Questionnaire can be used for individuals repairing automobile generators, serving food to patrons in a restaurant, taking samples of blood from patients) or with worker characteristics general learning ability, verbal aptitude, numerical aptitude, manual dexterity, stamina and reaction time.[4]
Further Research
Through
References
- ^ http://www.paq.com/?FuseAction=Main.PAQProgram
- ^ http://www.dtic.mil/dtic/tr/fulltext/u2/691736.pdf
- ^ Dunnette, M.D. & Borman, W.C. (1979). Personnel selection and classification systems. Annual Review of Psychology, 30, 485.
- ^ Dierdorff, E. C. & Wilson, M. A. (2003). A meta-analysis of job analysis reliability. Journal of Applied Psychology, 88, 635-646.
See also
 | This article has not been added to any content categories. Please help out by adding categories to it so that it can be listed with similar articles. (April 2014) |