Analysis

The Job Complexity Based on the Dictionary of Occupational Titles (JCBDOT) assesses and categorizes the complexity of different jobs based on the characteristics and requirements described in the Dictionary of Occupational Titles (DOT). Job complexity may include: The variety and difficulty of tasks, The need for specialized knowledge and skills, The decision-making and problem-solving requirements.

Objective

The purpose of analyzing job complexity is to determine the level of difficulty and demands associated with various jobs, assisting in resource allocation, training program development, and employee placement in appropriate positions.

Calibration

The evaluation of job complexity is based on the description and assessment of job requirements according to the DOT. Job complexity is classified into various categories, including: Cognitive complexity (problem-solving, decision-making), Technical complexity (use of specialized knowledge and tools), Managerial complexity (supervision and coordination), Interpersonal complexity (communication and teamwork), Physical complexity (manual labor and environmental demands).

References

United States Department of Labor. (1991). Dictionary of Occupational Titles (4th ed., revised). U.S. Government Printing Office.
Peterson, N. G., Mumford, M. D., Borman, W. C., Jeanneret, P. R., & Fleishman, E. A. (1999). An occupational information system for the 21st century: The development of ONET.* American Psychological Association.
Fine, S. A., & Cronshaw, S. F. (1999). Functional Job Analysis: A Foundation for Human Resources Management. Lawrence Erlbaum Associates.
Gatewood, R. D., Feild, H. S., & Barrick, M. (2015). Human Resource Selection. Cengage Learning.
Fleishman, E. A., & Quaintance, M. K. (1984). Taxonomies of Human Performance: The Description of Human Tasks. Academic Press.