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Extra resources for Fitness For Work: The Role Of Physical Demands Analysis And Physical Capacity Assessment
Consensus established by a panel of individuals knowledgeable about the job, such as analysts, subject matter experts, supervisors and incumbents, may also provide evidence of reliability. The validity of a job analysis is rarely questioned and even less frequently ascertained. Rater consensus, including agreement among panel members that a task or set of tasks is required for job performance is a common though erroneous demonstration of validity. Preferred methods for demonstrating validity are (1) retrospective and (2) empirical validity.
7. NEMA job analysis system (Kress, 1939). 8). The use of degrees indicates the extent to which a subfactor may be present in a given job. Any number of degrees can be used; a five-point scale is merely an administrative convenience. Once the degrees have been defined, points can be attached to each degree. 8, points might be assigned to degrees of experience beginning with 20 and extending to 100. Again, however, the assignment can be arbitrary, although it must be consistent with the overall scheme.
The USES form also includes, as an integral part, demographic and personal data pertaining to the incumbent employee, such as general education and vocational perparation, in-house and on-the-job training, experience, apprenticeship (where applicable), along with information pertinent to his/her career development at work. The form in its totality thus gives a comprehensive qualitative view of the job and the employee at hand. 32 FITNESS FOR WORK Functional job analysis The USES approach to job analysis is effective and comprehensive.