A Database for a Changing Economy Review of the Occupational Information Network (O*NET) (2010) / Chapter Skim
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7 Human Resource Management
7 Human Resource Management
Pages 139-158
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From page 139... ...
NET use: job analysis (which, as the most widespread use, is subdivided according to the specific aims of the effort) , person-job matching systems in organizations, human resource strategic planning, and worker health and safety programs.
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From page 140... ...
O* NET provides four essential elements of a job analysis that can serve as input to various HRM applications: (1)
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From page 141... ...
O* NET information might serve to supplement internal, multipurpose organizational job analysis efforts.
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From page 142... ...
Another possible use of job analysis information by human resource professionals is in designing compensation systems.
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From page 143... ...
A final use of O* NET in a job analysis capacity is to define occupational training, education, and experience requirements of jobs in order to be in compliance with government regulations or to determine eligibility for various government programs.
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From page 144... ...
NET information might support the splitting of an internal organizational job category into two or more jobs with different worker requirements to better utilize worker skill sets or to make pay systems or training programs more efficient.
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From page 145... ...
, to develop preliminary content for job analysis questions (e.g., Reiter-Palmon et al., 2006) , and to generate job descriptions for subsequent review and editing (Ryan and Pearlman, 2009)
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From page 146... ...
military's Armed Services Vocational Aptitude Battery Career Exploration Program did not use O* NET ratings directly for developing its career match information, O*
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NET for workforce health and safety purposes, the research literature on occupational health issues appears to increasingly report the use of O* NET data in establishing links between occupational conditions and activities and
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From page 148... ...
NET data are used for a variety of HRM purposes by public- and private-sector organizations. However, we did not uncover concrete evidence of the use of O*
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From page 149... ...
in meaning ful and expected ways, resulting in logical within- and across occupation descriptor rankings. • The ability to significantly reduce the cost of occupational informa tion gathering when used to provide starter job analysis, interview, and questionnaire development information.
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From page 150... ...
NET OnLine website, especially its search facilities, which allow for quick searches of the database for occupational information presented at different levels of detail or customized in different ways for different needs. • The provision of extensive specific job titles as part of the summary page for each occupation, as well as links to lay titles commonly associated with each occupation.
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From page 151... ...
• Some content model descriptors (for example, in the Work Styles and Work Context domains) may be too organizationally specific to make sense as stable, appropriate, or generalizable occupational descriptors (for example, Work Context items concerning the ef fects of one's decisions on others)
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From page 152... ...
This could be problematic for HRM applications that involve establishing linkages between O* NET data and jobs in specific organizations, such as job analysis/job description applications.
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From page 153... ...
The panel received a great deal of feedback from the HRM community focusing on perceived weaknesses of the O* NET content model, specifically on the domain taxonomies, such as Abilities, Skills, Knowledge, Work Styles, Generalized Work Activities, and Tasks.
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From page 154... ...
Recommendation: The Department of Labor should, as part of its research on the content model and with advice and guidance from the technical advisory board recommended in Chapter 2 and the user advisory board recommended in Chapter 6, commission research and analysis directed to either mitigate or dismiss concerns raised by the human resource management community. Among other concerns, this research should explore the potential need for: • Descriptor modernization and updating, particularly in domains (such as knowledge and Work Context)
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From page 155... ...
The available data overwhelmingly point to the need for improved communication and outreach about O* NET to the HRM community.
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From page 156... ...
. Building a job component validity model using job analysis data from the occupational information network.
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From page 157... ...
NET in human resource management and job analysis. Paper prepared for the Panel to Review the Occupational Information Network (O*
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From page 158... ...
NET analysts' ratings. Paper prepared for the Panel to Review the Occupational Information Network (O*
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