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Appendix B: Current Occupational Analysis Systems
Pages 329-340

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From page 329...
... , the second approximates secondary school (about the twelfth grade in United States) but includes apprenticeships, the third approximates college education but not obtaining a degree, and the fourth includes undergraduate and graduate college education (International Labour Office, 1990:2-3~.
From page 330...
... This development of this structure was "carried out in line with the recommendations and decisions of the Thirteenth and Fourteenth International Conferences of Labour Statisticians, held at the International Labour Office, Geneva, in 1982 and 1987" (International Labour Office, 1990:1~. The underlying source data consist of population censuses, statistical surveys, and administrative records maintained at the national level.
From page 331...
... In 1993, changes likely to be made to ASCO were seen as including (Madden and Tam, 1993~: · Developing procedures for monitoring changes in industry, vocational education, and training to keep ASCO up to date, · A movement toward the use of competencies (specific skills, knowledge, and training designed to meet industry standards) rather than educational qualifications and duration of training and experience as indicators of skill level, · Increasing use of job tasks rather than job titles for cIassifying into occupations, because jobs are becoming broader and titles less reliable indicators of job content, and · Modifying the major group structure of ASCO to meet user problems, including the need for career path analysis.
From page 332...
... In operation, the five skill levels crossed with the 13 major skill specializations produce 43 occupational "ciasses."i With the invocation of minor skill specializations, 121 occupational groups are formed, and with the addition of the 128 "main tasks" criteria, 1,211 occupations are formed. United Kingdom The United Kingdom replaced two earlier classification systems, the Classification of Occupations and Dictionary of Occupational Titles (CODOT)
From page 333...
... Rather, it "serves as a framework whose main function is to provide structure and meaning to the labour market as a whole (Roberts, 1993:320~." One component of NOC 1991 is a matrix, defined by skill level (four levels of type and length of education, training, or experience required for employment in an occupation) and skill type (broadly organized into 9 broad occupational categories, omitting the military category from the 10 broad categories)
From page 334...
... is a worker-oriented job analysis technique with a long history of research, development, and use with a variety of human resources applications. The PAQ consists of 187 items listing work behaviors and job elements at a level of abstraction that permits work to be described across a broad range of occupations.
From page 335...
... Thus, the research linked task characteristics to ability requirements to produce the FIeishman Taxonomy of Human Abilities. The FIeishman taxonomy provides detailed descriptions of 52 abilities, including cognitive (e.g., oral comprehension, number facility)
From page 336...
... Occupational Analysis Inventory and the General Work Inventory The Occupational Analysis Inventory (OAI) is designed to be more relevant to occupational education and guidance, rather than to applied problems in the work setting, which are the focus of systems like the position analysis questionnaire (Cunningham et al., 1983~.
From page 337...
... Several studies aimed at evaluating the construct validity of the OAI have been conducted, including the comparisons of clusters of occupations obtained with the OAI on several tests and inventories (68 of the 92 measures showed statistically significant discrimination between the clusters) , the prediction of mean occupational scores on the General Aptitude Test Battery using OAI factor scores, (median cross-validated multiple correlations were .60 for mental and .24 for motor abilities)
From page 338...
... Broad applicability of the instrument is further supported by its use of an eighth-grade reading level, so that most job incumbents can complete it without assistance, and absolute rather than relative rating scales, so that responses can be compared across jobs. The CMQ can be scored in terms of 80 factor analytically-derived work dimensions or at the item level, thus
From page 339...
... is to collect data on a number of occupational descriptors in a standardized manner across occupations within large occupational families, and then to provide that information in readily accessible electronic databases. MOSAIC has been described as follows: "This system uses an automated occupational analysis approach that eliminates costly redundancies in the collection of data and provides technically sound and legally defensible procedures and documentation to support human resource management (HRM)
From page 340...
... Worker attributes are inferred from task ratings using an expert system derived from ratings of attribute-task linkages provided by experienced occupational psychologists. In addition to personjob match, this information base is intended to support such human resource applications as job descriptions, job cIassification, performance appraisal criteria, job design, and human resource planning.


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