Innovations in job analysis: Development and application of metrics to analyze job data

McEntire, Lauren E.; Dailey, Lesley R.; Osburn, Holly K.; Mumford, Michael D.

doi:10.1016/j.hrmr.2006.05.004

Cited by 15 publications

(10 citation statements)

References 18 publications

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“…A strong theme across domains and functions in recent years has been the value of evidence-based decision making (Boudreau & Ramstad, 2007;Pfeffer & Sutton, 2006;Ulrich, Younger, Brockbank, & Ulrich, 2013). We see across many disciplines the common theme that individuals who are better able to analyze and interpret data and information tend to make more informed and rigorous decisions (Boyd & Crawford, 2012;Lawler, Levenson, & Boudreau, 2004;McEntire, Dailey, Osburn, & Mumford, 2006). HR professionals are tasked with many different decisions regarding the HR systems over which they have responsibility.…”

Section: Why Analytical Ability Increases Individual Performancementioning

confidence: 99%

Analytical abilities and the performance of HR professionals

Kryscynski

Reeves

Stice-Lusvardi

et al. 2017

Human Resource Management

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Recent years have shown an increased focus on workforce analytics and the importance of workforce analytics in helping HR professionals to be more useful business partners. This suggests that HR professionals may need to become more and more data savvy and develop better analytical abilities if they hope to perform well and contribute meaningfully in the future. Despite this emphasis, there has been no research explicitly connecting the individual level analytical abilities of HR professionals to their job performance. Using a proprietary sample of 360 feedback surveys from 1,117 HR professionals in 449 unique organizations we test this general relationship. We also test whether the relationship varies by industry‐, company‐, and job‐level factors. We find support for our main hypotheses that HR professionals with higher analytical abilities will also have higher perceived job performance. We also find that the strength of this relationship varies by some job roles. We explore and discuss these empirical results.

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Section: Why Analytical Ability Increases Individual Performancementioning

confidence: 99%

Analytical abilities and the performance of HR professionals

Kryscynski

Reeves

Stice-Lusvardi

et al. 2017

Human Resource Management

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“…Recruitment performs the essential role of bringing in the requisite human capital into the organization and can have a significant impact on organizational performance (Chhinzer & Ghatehorde, 2009;Han & Han, 2009;Newman & Lyon, 2009;Schulz, Camp, & Wahman, 2008). Effective recruitment practices grow out of strategic planning and must not only be consistent with the organization's strategy, mission, and values, but also include the basic job description based on sound job analysis information (McEntire, Dailey, Osburn, & Mumford, 2006).…”

Section: Recruiting Project Managers Papersmentioning

confidence: 99%

Recruiting Project Managers: A Comparative Analysis of Competencies and Recruitment Signals from Job Advertisements

Ahsan

Khan

2013

Project Management Journal

150

156

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■This research addresses the competencies organizations use through project manager job advertisements. We develop a list of project manager job competencies; break down the competency components into knowledge, skills, and abilities; and conduct a comparative analysis of the use of these competencies. We examine the online contents of project manager job advertisements in the public domain. Analysis shows that industry job advertisements emphasize "soft skills" and competencies in a manner different than that in the literature. Additionally, differences are found across countries and between industries. Implications from the findings highlight the incongruent dissemination of project manager competencies, regional and industrial demands, and the recruitment of project managers.

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“…Job vacancies provide up-to-date job information, offer the potential to capture the dynamism of jobs in the contemporary workplace ( Sanchez & Levine, 2012 ), and may be used to reduce bias inherent in existing data collection strategies for job analysis ( Dierdorff & Morgeson, 2009 ; Morgeson & Campion, 1997 , 2000 ; Morgeson, Delaney-Klinger, Mayfield, Ferrara, & Campion, 2004 ; Sanchez & Levine, 2000 ). Also, job vacancies are inexpensive and relative easy to obtain and since TM techniques are based on algorithms that are optimized for performance, job information extraction can be made efficient and reliable ( McEntire, Dailey, Osburn, & Mumford, 2006 ).…”

Section: Key Steps In Text Mining Researchmentioning

confidence: 99%

“…Data collection, through TM, is faster, cheaper, and more reliable than traditional job analytic methods ( McEntire et al, 2006 ). For our work on nursing tasks extraction, data triangulation showed that a substantial amount of the extracted tasks may be characterized as context-specific (e.g., caring for patients with spine surgery, caring for mentally ill patients) and that not all nurses perform these tasks.…”

Section: Key Steps In Text Mining Researchmentioning

confidence: 99%

Text Mining in Organizational Research

Kobayashi

Mol

Berkers

et al. 2017

Organizational Research Methods

194

155

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Despite the ubiquity of textual data, so far few researchers have applied text mining to answer organizational research questions. Text mining, which essentially entails a quantitative approach to the analysis of (usually) voluminous textual data, helps accelerate knowledge discovery by radically increasing the amount data that can be analyzed. This article aims to acquaint organizational researchers with the fundamental logic underpinning text mining, the analytical stages involved, and contemporary techniques that may be used to achieve different types of objectives. The specific analytical techniques reviewed are (a) dimensionality reduction, (b) distance and similarity computing, (c) clustering, (d) topic modeling, and (e) classification. We describe how text mining may extend contemporary organizational research by allowing the testing of existing or new research questions with data that are likely to be rich, contextualized, and ecologically valid. After an exploration of how evidence for the validity of text mining output may be generated, we conclude the article by illustrating the text mining process in a job analysis setting using a dataset composed of job vacancies.

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Innovations in job analysis: Development and application of metrics to analyze job data

Cited by 15 publications

References 18 publications

Analytical abilities and the performance of HR professionals

Analytical abilities and the performance of HR professionals

Recruiting Project Managers: A Comparative Analysis of Competencies and Recruitment Signals from Job Advertisements

Text Mining in Organizational Research

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