The Organisation for Economic Co-operation and Development (OECD) is an intergovernmental economic organisation with 35 member countries, founded in 1961 to stimulate economic progress and world trade. The Organisation for works with countries to develop skills strategies tailored to specific needs and contexts. The Organisation prepared a global…

The digital revolution and automation are accelerating changes in the labour market and in workplace skills, changes that are further affected by fluctuations in international and regional economic cycles and employment opportunity. These factors pose a universal policy challenge for all advanced economies and governments. In the workplace, people…

This article argues for the need to differentiate between "professional" and "support" careers in fields of science, technology, engineering, mathematics, and medicine (STEMM). Using data from the Longitudinal Study of American Youth (LSAY), the article identifies important differences in the nature of the work and responsibility that…

How do people perceive occupations? Three empirical studies examined whether occupations are perceived in accordance with Holland's RIASEC model. The studies varied in measures (reported preferences, similarity judgments) and participants (university students, working adults, and university professors). Taken together, the findings indicate that…

Recent leadership literature suggests that there is a growing trend to explore the idea of identifying universally accepted leadership behaviors. Before common leadership behaviors can be identified a standardized set of descriptors must be utilized. This study looks at the potential role of the U.S. Department of Labor's Occupational Information…

A description of the second phase of a project which attempted to gather task statements and related data about people who were involved in instructional media. (AK)

The Position Classification Questionnaire (PCQ) and task inventory method (TI) were used to study the same work functions. PCQ divided functions into 16 classes for wage/salary determination. TI divided them into 28 classifications for training purposes. The two approaches were considerably different in their approach to how work should be…

Compares approaches to occupational analysis and develops a framework that identifies the role, skill, and function of each of the following dimensions: focus, conception of rationality, view of knowledge, concept of intelligence, learning process, individual/expertise relationship, enabling factors, psychological theory, model of social…

Addresses selecting among and using the numerous quantitative job classification procedures, with a focus on the decision-making tasks and practical difficulties that confront users of each. (Author/ABB)

A county personnel department undertook reclassification of all positions by collecting and using job analysis data to rewrite job descriptions. External pay equity and validated selection procedures resulted with only a modest increase in payroll costs. (SK)

Describes advantages and disadvantages of work evaluation methods: ranking, market pricing, banding, classification, single-factor, competency, point-factor, and factor comparison. Compares work evaluation perspectives: traditional, realist, market advocate, strategist, organizational development, social reality, contingency theory, competency,…

The terms roles, functions, and skills are based on different views of expertise. Functional analysis is normative and behaviorist. Skill analysis concentrates on interpersonal skills and the person in the role. Role analysis is the study of more than the job; it encompasses the human interactions involved in its performance. (SK)

Identifies problems in codifying vocational knowledge, including inappropriate dualisms such as theoretical versus practical and omission of important tacit knowledge. Outlines Polanyi's ideas about tacit knowledge and presents a knowledge taxonomy as a possible strategy for codification and advocates a holistic teaching approach. (Contains 52…

The Bureau of the Census and Navy occupational classification systems are outlined and examined for the purpose of identifying the civilian occupations which correspond to each Navy rating. The procedures for and problems encountered in matching occupations from the census system (a public information document designed to portray an accurate…

Examines job classification studies in public libraries, focusing on point-factor classification systems. Discusses job descriptions, job auditing biases, preparedness, what not to say to auditors, and the appeals process. Outlines typical factors in a job classification: decision-making, guidelines, education, experience, complexity, supervision,…