Group- B

Content
Job Element Method Objective of JEM Elements and Subelements Steps of JEM Criticism Conclusion

Job element method is the work oriented job analysis approach. It was originally developed by Earnest Primoff.

The JEM of job analysis is focuses on the human attributes necessary for superior performance on the job. It is used to match what applicants can do against what the work calls for.

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 more abstract characteristics. It s objective is to identify the superior workers on a job according to their performance. One of the main objectives of the JEM is to identify workers eligibility for the job.

Elements & Subelements

Supervisors or incumbments develop a list of 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 in a series circuit. b.computing power in a circuit for given leves of voltage .

Steps of JEM
The steps to perform a job element of job analysis are:
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Select a group of elements Conduct brainstorming sessions to identify job elements Assign weights to each of the elements Derived scale value from the expert rating Assigning elements to categories Use results in application

Step 1:Select a group of experts JEM is usually conducted by a professional analyst,who are project leader,and a team of six subject matter experts,(SMEs)who are usually incumbents and supervisors. Step 2:Conduct brainstorming sessions to identify job 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 of barely acceptable workers who have the job element. The degree to which barely acceptable workers have the element or sub elements(2=all have,1=some have,0=almost none have) Example:ability to determine reasonable grounds for arrest. B)Superior(S):effetiveness of the element in picking a superior worker; The importance of the element or subelement in identifying superior worker(2=very important,1=valuable,0=does not differentiate) Example:Bravery of a police 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 trouble,1=some trouble,0=safe to ignore) Example:Physical fitness of a police officer. D)Practical(P):practicality the effect of including the job element on the organization s ability to fill job openings. The degree of practicality is(2=fill all openings,1=fill 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 ratings. There are some derived scales which is shown in the below: Total Value(TV):The first derived scale is total value.Total value refers to the value of the element in differentiating abilities of applicants for a job. It can be measured in the equation as, TV=(S-B-P)+(SP+T) Total value s maximum value is 150,TV values greater than 100 are thought to be significant.

Here is an example:
Element Possess good judgement B 46 S 96 T 86 93 P TV 139 IT 82

Have good 25 leadership ability

92

53

71

104

64

Item Index(IT):Item index refers to the extent to which a subelement is important in the content of a test. IT=SP+T.

Step 5:Assigning elements to categories Categories of JEM Elements and Subelements includes:
Category E S SC RS Description Element is marked when the TV is 100 or greater. Significant subelement is marked when IT is 50 or greater. Screenout (minimum requirement) is marked if B and P are both at least 75 and T is 50 or greater. Rankable Screenout is marked if a sublement meets both the values for S (significant subelement) and SC (Screenout).RS means that the subelement has a minimum value needed for the job,but above that level can also be used to rank job 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 Service oriented(SC) Doesnt bring personal problem to work(S) Have motivational power(SC)

74

43

71

89

51

41

92 72 94

30 53 23

71 67 57

95 92 95

32 68 19

32 50 24

Element Detail rie te ( ) Have up t ate skills & the ability t lear ew skills(E) ( ) Have g P ssess g lea ership ability(E) ju geme t(E)

TV

IT

4 1 4

1 1 4 1 1 4 4 44 1 4 4 4 4 4

Have h esty(R ) Have c fi e ce t make ecisi s & set a clear irecti Have c mmitteme t Have resp sibility with his w rk( C) N u usual v cal characteristics(Lisp) 4

Step 6: Use results in your application

We will use our JEM results in Recruitment.

Criticism
Some specialist criticized Ernest Primoff s JEM.Gary Brumback and his associates have found that the methodies almost too unwidely and unstructured. Frank Sistrunk and Philip Smith point to logistic problems in simply assembling a panal of experts.They noted that when using high level personnel,the schedules of participations are not likely to mesh,makig it difficult to organize panel members. The JEM has also been criticized for ignoring the specification of job tasks. As a result the JEM may not be the best job analysis method to use for some types of validation studies (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.