Group- B
Content
Job Element Method
Objective of JEM Objective Elements and and Subelements Steps of J JEM Criticism Conclusion
Job element method is the work oriented job analysis
appr ap proa oacch. It was or orig igin inal ally ly de devvel elop oped ed by Ea Earn rnes estt Pr Prim imof offf.
The JEM of job analysis is focuses on the human attributes necces ne essa sary ry fo forr su supe peri rior or pe perf rfor orma manc ncee on th thee jo job b. It is used to match what applicants can do against what the wor w ork k ca call llss fo forr.
Objective Of JEM
There are some objectives of JEM which is shown in the below: JEM focuses on work behaviours and the results of this behaviours and the result of this behaviour rather than moree abstr mor abstract act cha chara ract cteristi eristics cs..
Its objective is to identif y the superior workers on a job acccor ac ordi ding ng to th thei eirr pe perf rfor orma manc nce. e.
One of the main objectives of the JEM is to identify workers elig el igib ibil ilit ityy fo forr th thee jo job b.
Elements & Subelements
Supervisors or incumbments incumbments develop a list of characteristics characteristics of superior workers that is essential to superior performance. These qualities are called job element.
On the other hand, when elements are translated into more specific employee characteristics then it is called sub elements.
For example, an industrial electrician must have the following element and subelements:
ELEMENTS: ability to make electrical calculations
SUBELEMENTS: a.determining the voltage across a resistor resistor in a series circuit. circuit. b.computing b.com puting pow power er in a circuit circuit for given given leves of voltage .
Steps of JEM The steps to perform a job element of job analysis are: Step 1
Select a group of elements
Step 2
Conduct brainstorming sessions to identify job elements
Step 3
Assign weights to each of the elements
Step 4
Derived scale value from the expert rating
Step 5
Assigning elements to categories
Step 6
Use results in application
Step 1:Select a group of of experts experts JEM is usually usually conducted conducted by a professional professional analyst,who analyst,who are project project leader,and leader ,and a team of six subject matter matter experts,(SMEs)who experts,(SMEs)who are usually incumbents and supervisors. Step 2:Conduct brainstorming sessions to identify identi fy j jo ob elements A)SMEs will make a list of element of job.
B)When all of the elements have been listed, the analyst asks the SMEs to provide sub-elements. Sub-elements are specific examples that illustrate the meaning of the element.
Step 3:Assign weights to each of the elements A)Barely Acceptable:proportion Acceptable:proportion of barely acceptable acceptable workers workers who have the job element. The degree to which barely bare ly acceptable workers workers have the element or sub elements(2=all have,1=some have,0=almost none have) Example:ability to determine determine reasonable grounds for arrest. arrest. B)Superior(S):effetiveness of the element in picking a superior work worker; er; The importance importance of the element or subelement in identifying superior worker(2=very work er(2=very important,1=valuable,0=does important,1 =valuable,0=does not differentiate) Example:Bravery Example:Bra very of a police officer officer..
C)Trouble likely if not considered(T):The trouble likely to occur if the element is not considered. The degree of T scale is,(2=much is,(2 =much trouble,1=some trouble,0=safe to to ignore) Example:Physical Example:Phy sical fitness f itness of a police pol ice officer. officer. D)Practical(P):practicality the effect D)Practical(P):practicality effect of including the job j ob element on the organizations organizations ability to fill f ill job openings. The degree of practicality is(2=fill is(2=fil l all openings,1=fill openings,1=fil l some openings,0=fill no openings) Example:Industrial electrician must have the ability to make electrical calculations.
Step 4:Derive scale values from the expert ratings Derived scales is the process of delivering scale values from the expert exp ert ra rating tings. s. There are some deri rivved scales whi hicch is sho how wn in the below: Tot otal al Val alue ue(T (TV) V):T :The he fi firs rstt de deri rivved sc scal alee is tot otal al val alue ue.T .Tot otal al val alue ue refers to the value of the element in differentiating abilities of appl ap plic ican ants ts for a job ob.. It can be measured in the equation as, TV=(S-B-P)+(SP+T) Tot otal al val alue ues max axim imum um val alue ue is 150 50,T ,TV V val alue uess gr greeat ater er tha han n 10 100 0 are thou th oug ght to be si sign gnif ific ican ant. t.
Here is an example: Element
B
S
T
P
TV
IT
Possess good judgement
46
96
86
93
139
82
Have good leadership ability
25
92
53
71
104
64
Item Index(IT):Item index refers to the extent to which a subelement is important in the cont content ent of a test. test. IT=SP+T.
Step 5:Assigning elements to categories Categories of JEM Elements Elements and Subelements Subelements includ includes: es: Category
Description
E
Element
is marked when the TV is 100 or greater.
S
Significant subelement is marked when IT is 50 or greater.
SC
Screenout (minimum requirement) is marked if B and P are both at least 75 and T is 50 or greater.
RS
Rankable Screenout is marked if a sublement meets both the values for S (significant subelement) and SC (Screenout).RS means that that the subelement subelement has a minimum minimum value needed needed for the job,but above that level level can also be used to rank job applicants. applicants.
Partial JEM Results for a Secretary of a Ministry: Element
B
S
T
P
TV
IT
Have up to date knowledge about administrative management
74
43
71
89
51
41
Service oriented(SC)
92
30
71
95
32
32
Doesn¶t bring personal problem to work(S)
72
53
67
92
68
50
Have motivational power(SC)
94
23
57
95
19
24
Step 6: Use results in your applica application tion W e will use our JEM results in Recruitment.
Criticism Some specialist criticized Ernest Primoff s JEM EM.G .Gary ary Br Brum umbac back k an and d his associates have have found that the methodies almost too unwidely and unstructured. Frank Sistrunk Sistrunk and Philip Smith point to logistic problems problems in simply assembling assemblin g a panal panal of experts.They experts.They noted that that when when using using high level level personnel,th personn el,thee schedu schedules les of participations participations are are not likely likely to to mesh,makig it difficult diffi cult to to organize panel members. The JEM has also been criticized for ignoring the specification specificatio n of job tasks. As a result the JEM may not be the best job analysis method to use for some types of validation studies s tudies (such as content validation).However recent modification in the JEM have attempted to address this criticism.
The JEM has approximately a 30 year history;it has been widely used in the public sector to develop selection measures in various trades and labor occupations.
