Assignment 1 - Position Analysis Questionnaire (PAQ)

Name: Khondker Faheem Kamal

ID: 31052
Course Title: Human Resource Management

Introduction

The Position Analysis Questionnaire (PAQ) is a job analysis questionnaire that includes job elements that
are essentially worker-oriented in nature, as contrasted with job-oriented. As such, most of the
elements tend to characterize human behaviors (or work activities that have reasonably strong
implications in terms of human behaviors) rather than activities that are expressed in technological or
strictly job terms. In addition, the PAQ includes job elements that characterize the contextual and
situational aspects of jobs to which the worker presumably needs to adapt; some of these variables may
have implications in terms of job demands, and of "personal" variables that are desirable on the part of
the worker (such as personality characteristics, interests, personal values, etc.).

All together there are 194 job elements in 6 different divisions. Some of the elements are of a checklist
nature, whereas most provide for the use of rating scales. Various rating scales (such as "time”,
"importance”, etc.) are used for different elements or groups of elements, the rating scale used In each
case being the one that logically seems to be most appropriate. In the case of certain elements special
rating scales are provided.

Positional Analysis Questionnaire was developed with the hope that it could be used with a minimum of
training on the part of the individual analyzing a job. Compared to many other methods in job analysis,
PAQ has been found to be effective, inexpensive, and easy to use for human resource and trainees. Its
purpose is to define the duties and responsibilities of a position in order to determine the
appropriateness of the position classification, essential functions and/or whether or not the position is
exempt from overtime.

Advantages and disadvantages

Position analysis questionnaire is inexpensive and takes little time to conduct. It is one of the most
standardized job analysis methods, it has various levels of reliability, and its position can be compared
through computer analysis. PAQ elements apply to a various number of jobs across the board, as
diverged with job assignments. Position analysis questionnaires can be used for individuals repairing
automobile generators, serving food to patrons in a restaurant, taking samples of blood from patients,
or with worker characteristics such as general learning ability, verbal aptitude, numerical aptitude,
manual dexterity, stamina, and reaction time. PAQ uses simple wording and less complex questions than
more in-depth job analysis methods. Research has shown PAQ to be an easy and effective method for
human resource and other departments in the hiring process. In 1975 Ekkehart Frieling criticized PAQ,
stating it is not possible to use one method to differentiate and classify equally all conceivable
occupations. Other criticisms state that the PAQ was written at the college level while the incumbents
had the education of 10th to 12th grade level, and that PAQ was developed for all jobs but has been
demonstrated as limited to 195 jobs and six dimensions.

Organization of the Questionnaire

Divisions:

1. Information Input: Where and how does the worker get the information that he uses in
performing his job? This includes sources of job information such as written materials, behavior,
events or circumstances, verbal sources, estimating speed of moving parts, objects or processes,
estimating size and quantity etc.

2. Mental Processes: What reasoning, decision making, planning, and information processing
activities are involved in performing the job? This includes sources such as level of decision
making, level of reasoning in problem solving, amount of planning, information processing
activities, use of learned information etc.

3. Work Output: What physical activities does the worker perform and what tools or devices does
he use? This includes sources such as use of devices and equipment, manual activities, activities
of the entire body, level of physical exertion, body positions, coordination activities etc.

4. Relationship with other workers: What relationships with other people are required in
performing the job? This includes sources such as communications, interpersonal relationships,
amount and types of job-required personal contact, supervision and coordination etc.

5. Job Context: In what physical and social contexts is the work performed? This includes sources
such as physical working conditions, physical hazards, personal and social aspects etc.

6. Other Job Characteristics: What activities, conditions, or characteristics other than those
described above are relevant to the job? This includes sources such as apparel worn, licensing,
work schedule, job demands, responsibility, job structure, criticality of position, pay/income etc.