A systematic approach for assessing the currency ('up-to-dateness') of job-analytic information.
Job analytic information is central to a variety of human resource activities (e.g., selection system development, compensation system development, organizational design). It is also well understood that many jobs are changing due to forces such as technological advances, a desire for teamwork, and...
| Publicado en: | Public Personnel Management Vol. 37; no. 3; pp. 261 - 278 |
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| Autores principales: | , , |
| Formato: | review tables/charts Journal Article |
| Publicado: |
Sage Publications Inc.
Fall2008
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| Acceso en línea: | Ver este registro en EBSCOhost |
| fields | @attributes: recordID: 1 pdfLink: plink: https://search.ebscohost.com/login.aspx?direct=true&db=ccm&AN=105670305&site=ehost-live header: @attributes: shortDbName: ccm uiTerm: 105670305 longDbName: CINAHL Complete uiTag: AN controlInfo: bkinfo: dissinfo: jinfo: jid: 00910260 PPM jtl: Public Personnel Management issn: 00910260 maglogo: Y pubinfo: dt: Fall2008 vid: 37 iid: 3 pid: 344 pub: Sage Publications Inc. place: Thousand Oaks, California artinfo: ui: 105670305 105670305 2010021836 10.1177/009102600803700301 105670305 ppf: 261 ppct: 17 formats: fmt: – @attributes: type: T – @attributes: type: P tig: atl: A systematic approach for assessing the currency ('up-to-dateness') of job-analytic information. aug: au: Bobko P Roth PL Buster MA affil: Professor of Management and Psychology, Department of Management, Gettysburg College, Gettysburg, PA 17325; pbobko@gettysburg.edu sug: subj: Personnel Management Work Evaluation Meetings ab: Job analytic information is central to a variety of human resource activities (e.g., selection system development, compensation system development, organizational design). It is also well understood that many jobs are changing due to forces such as technological advances, a desire for teamwork, and various organizational interventions. In addressing such changes when using job analytic information, human resource practitioners might be faced with questions about the currency, or 'up-to-dateness,' of their existing job analysis. Unfortunately, there is almost no guidance for researchers or professionals regarding what methods might be used to check job analyses for currency (i.e., if there are any changes to the job that might influence the job analysis, how does one systematically assess such changes). We review the scant literature in this area and offer a protocol that we developed and implemented within a litigious environment. The protocol is systematic and focused on job change. In order to be as efficient as possible (and sensitive to organizational resource expenditures), the protocol builds on prior job analytic information. Two examples of the protocol's implementation are provided. We also present a variety of lessons learned during the development and implementation of this relatively unique currency protocol, as well as a discussion of some possible variants of the method. pubtype: Academic Journal doctype: review tables/charts Journal Article ougenre: Article language: English refInfo: holdings: @attributes: islocal: N |
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