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 and Disdavantages
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] PAQ used simple wording and less complex questions to apply to the various of jobs it can attract through the method. Through exceptional research PAQ has been shown to be an easier and effective method for Human resource and other departments for hiring process. In 1975 Ekkehart Frieling criticized the Position analysis through extensive research stating it is not possible one method to be used to differentiate and classify equally all conceivable occupations.[5] Other findings stated, the PAQ has been written in the college level while the incumbents had the education of 10th to 12th grade level. In addition the PAQ has been developed for all jobs but has been shown that it is limited to 194 jobs and six dimensions.
PAQ Revision
Patrick and Moore have revised the PAQ and developed a couple of changes which is called Job Structure Profile (JSP). JSP included item content style and new items to increase the discriminatory of the decision making dimension. This method is designed to be used more by Job analyst then by job incumbent.
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.
- ^ Regina Brauchler, Kurt Landau, Ergonomics Guidelines and Problem Solving, 2000, CrossRef
See also
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