There has been a resurgence of interest in using cognitive and personality factors to
improve prediction of job performance. Small gains in prediction efficiency can have …

The US military services pioneered the development of several job and occupational
analysis methods and the application of these technologies. These job analysis techniques …

This article demonstrates a new, less subjective approach to determining employee
competencies and KSAOs from task-based job analytic procedures. Incumbents rated tasks …

The research on job analysis judgments, such as “time spent,” has been relatively limited,
particularly with reference to external criteria remote from the job analysis operation. The …

The Army Selection and Classification Project has produced a comprehensive examination
of job performance in 19 entry‐level Army jobs (Military Occupational Specialties) sampled …

We propose and evaluate the radical concept that job analysis questionnaires can be easily
and simply converted into Occupational Judgment Tests (OJTs) in order to measure …

The initial examination of validity generalization in the Army Selection and Classification
Project used data from a concurrent validation sample of 4,039 job incumbents drawn from a …

The competent transfer of task knowledge is dependent upon an individual''s expertise
within the task at hand. Experts may possess a superior amount and quality of information …

Air Force officer jobs are evaluated by rating a verbal job description on ten requirement
factors. If these factors cover all the requirements, judging merited pay or grade for the job …

Investigators have suggested alternatives to the use of traditional validation procedures for
validating personnel selection test procedures. In those situations where traditional …