The Occupational Information Network (O*NET) may be the best example of how taxonomies can be used in personnel psychology. As you may have discovered in previous weeks, the O*NET taxonomy defines the set of occupations through data collected from job incumbents and occupation experts. Each occupation requires a different set of knowledge, skills, abilities, and other personal characteristics (KSAOs), and a specific occupation involves a variety of activities and tasks.
Several taxonomies are included in the O*NET content model, which is the foundation of the O*NET. The six major domains (worker characteristics, worker requirements, experience requirements, occupation-specific information, workforce characteristics, and occupational requirements) can be used to describe worker and job attributes. Each of these major domains includes several taxonomies that are more specific. The model expands to 277 descriptors collected by the O*NET program, using on-the-job research and organizational analysis (O*NET). Often, the O*NET information and scales are an ideal, cost-effective tool readily available to researchers doing job and occupational analysis.
For this Discussion, select one of the job analysis approaches (Personnel Selection, Position Analysis Questionnaire (PAQ), Job Task Analysis, Task Survey) you studied this quarter. Consider advantages and disadvantages of O*NET compared to that approach.
O*NET. (n.d). The O*NET® content model. O*NET Resource Center. Retrieved from http://www.onetcenter.org/content.html
With these thoughts in mind:
Post by Day 4 the job analysis approach you selected. Then, describe two advantages and two disadvantages of the O*NET compared to that approach. Finally, describe two factors that may cause a job analysis to become outdated and explain why.
Your post should be three paragraphs. Be sure to support your postings and responses with specific references to the Learning Resources. APA format.