Innovative Techniques for Improving Job Analysis: Leveraging 50 Years of I-O Research and Automation
Presenters: Elaine D. Pulakos, PDRI, a PreVisor Company
Mike Meyrowitz, PDRI, a PreVisor Company
Coordinator: Cheryl Paullin, HumRRO
The vast majority of the work performed by I-O psychologists begins with job analysis. This process can take months to perform and requires considerable coordination and time from project team members as well as job experts. We justify this, arguing that the quality and defensibility of our products hinge on rigorous job analyses. Although it is true that rigorous job analysis is critically important, it is also true that organizations increasingly demand that human capital systems be implemented efficiently and cost effectively. Many stakeholders have difficulty accepting the amount of time it takes to conduct the typical job analysis as well as develop various human capital tools (e.g., position descriptions, performance standards, assessments, etc.) and the amount of resources the organization is required to provide. A key question is–Can we deliver better efficiency and value in our job analytic and related human capital products without sacrificing rigor? We believe an answer lies in leveraging automation, along with the body of research and job descriptive taxonomies our field has amassed over the last 50+ years studying work. This workshop will first make a business case for making I-O processes more efficient and cost effective. It will show (a) examples of job descriptive information that is available in the public domain and how to leverage this in organizations, and (b) how to collect and package job analysis information and efficiently translate this into useful and user friendly human capital tools. This workshop should be of interest to practitioners who are responsible for developing or implementing all types of operational human capital systems (selection, performance management, career development) in any type of organization, either in a consulting or internal role.
This workshop is designed to help participants:
• Make a business case for employing more efficient procedures to develop I-O tools and products
• Describe examples of available job descriptive information that can be leveraged to significantly streamline the job analysis process
• Describe automation techniques that can be used to decrease the amount of time and effort required to conduct rigorous job analyses
• List and describe issues related to several special topics in jobs analysis, such as strategic job analysis, team-based job analysis, and virtual job analysis
Elaine Pulakos is chief operating officer of Personnel Decisions Research Institute’s Washington DC office and past president of the Society for Industrial and Organizational Psychology. A Fellow of APA and SIOP, she is a recognized contributor to the field of industrial and organizational psychology in the areas of hiring and performance management. In addition to several published articles, she has edited two books: The Changing Nature of Performance: Implications for Staffing, Motivation, and Development, and Implementing Organizational Interventions: Steps, Processes, and Best Practices, and has a new book titled Performance Management: A New Approach for Driving Business Results. In 2005 and 2006, she wrote best practice guidelines on performance management and selection practices, respectively, for the Society for Human Resources (SHRM) Foundation. She has also served on the editorial boards of the Journal of Applied Psychology, Personnel Psychology, and Frontiers in Industrial and Organizational Psychology. Pulakos recently earned SIOP’s Distinguished Professional Contributions Award and has spent her career conducting applied work in organizations, where she has designed, developed, and successfully implemented all types of HR systems including selection systems, performance management systems, and career development and training systems, among other organizational interventions.
Mike Meyrowitz is vice president of Systems and Technology Services for Personnel Decisions Research Institute in Washington DC. Mr. Meyrowitz provides business, technical, and strategic leadership to PDRI with a focus on leveraging information technology in the application of Industrial and Organizational Psychology. Under his leadership, the PDRI IT Services division provides integrated information technology solutions, systems and services in the area of Human Capital management. Mr. Meyrowitz has over 13 years of experience in the management, design and development of information systems supporting customers in both the Public and Private sector. His Federal Government customers have included Civilian agencies, the Department of Defense, as well as the Intelligence Community. Prior to joining PDRI, Mr. Meyrowitz directed Lockheed Martin’s Internet Applications Division. Mr. Meyrowitz holds both a M.S. in Information Technology and a B.S. in Business from Virginia Tech.