Running head: JOB ANALYSIS
1
JOB ANALYSIS
2
Job Analysis of a Commercial Pilot
Moses Sandoval
Psy435
August 28, 2018
Dr. Angela Look
The Job Analysis Method Selected
If a commercial pilot is to be effective in performance, he or she should have competent skills in various areas such as operation and control, operation monitoring, geography, problem sensitivity, flight control software, customer and personnel services, and interpersonal communication skills among many others. Due to the extent of skills and competencies required from a commercial pilot, the most effective job analysis method entails use of a questionnaire. As the name suggests, it entails presenting employees with questionnaires that need to be filled out. It is one of the most common methods for job analysis mainly because it is inexpensive and easy to distribute.
When analyzing the performance of a commercial pilot, there are various areas that need to be evaluated. To ensure that all areas have been fully captured, an evaluator can design a questionnaire with open-ended questions, multiple choices, and checklists among others. All elements included in the questionnaire should enable examination of key areas in a manner that is quantifiable. Essentially, the questionnaire should be done in a manner that is able to establish weaknesses and areas that need improvement.
The use of a questionnaire is better than other methods such as interviews. The former is fast and convenient especially in the aviation industry where time is not always available. Additionally, when using a questionnaire, it is easy to keep records of the employees’ progress hence an evaluator can ascertain whether an employee is improving through addressing personal weaknesses (Patel, Patel & Patel, 2012). However, it is imperative to note the use of a questionnaire does not allow direct examination of some skills and competencies such as interpersonal communication and quick decision-making.
Tests When Hiring Commercial Pilots
There are several tests that will be undertaken when hiring a commercial pilot. First, an aptitude test will be taken in a bid to examine an applicant’s knowledge about a particular topic such as flight control software or geography among others. This will be structured as an interview, where the applicant will be expected to respond to various questions. The aptitude tests will be followed by an intelligence test which will aim at measuring an applicant’s intelligence. The test will aim at measuring how the applicant understands the world around them especially in regard to flights.
Additionally, a personality test will be conducted with an aim of evaluating the personality traits and attitudes of the applicants. It is a test that enables an evaluator to learn about how an applicant perceives various issues that might have an influence on how they meet their performance goals. Specifically, a Minnesota Multiphasic Personality Inventory (MMPI) that comprises of yes or no ques.
Running head JOB ANALYSIS1JOB ANALYSIS2Job Analys.docx
1. Running head: JOB ANALYSIS
1
JOB ANALYSIS
2
Job Analysis of a Commercial Pilot
Moses Sandoval
Psy435
August 28, 2018
Dr. Angela Look
The Job Analysis Method Selected
If a commercial pilot is to be effective in performance, he or
she should have competent skills in various areas such as
operation and control, operation monitoring, geography,
problem sensitivity, flight control software, customer and
personnel services, and interpersonal communication skills
among many others. Due to the extent of skills and
competencies required from a commercial pilot, the most
effective job analysis method entails use of a questionnaire. As
the name suggests, it entails presenting employees with
questionnaires that need to be filled out. It is one of the most
common methods for job analysis mainly because it is
inexpensive and easy to distribute.
When analyzing the performance of a commercial pilot, there
are various areas that need to be evaluated. To ensure that all
areas have been fully captured, an evaluator can design a
questionnaire with open-ended questions, multiple choices, and
checklists among others. All elements included in the
questionnaire should enable examination of key areas in a
2. manner that is quantifiable. Essentially, the questionnaire
should be done in a manner that is able to establish weaknesses
and areas that need improvement.
The use of a questionnaire is better than other methods such as
interviews. The former is fast and convenient especially in the
aviation industry where time is not always available.
Additionally, when using a questionnaire, it is easy to keep
records of the employees’ progress hence an evaluator can
ascertain whether an employee is improving through addressing
personal weaknesses (Patel, Patel & Patel, 2012). However, it is
imperative to note the use of a questionnaire does not allow
direct examination of some skills and competencies such as
interpersonal communication and quick decision-making.
Tests When Hiring Commercial Pilots
There are several tests that will be undertaken when hiring a
commercial pilot. First, an aptitude test will be taken in a bid to
examine an applicant’s knowledge about a particular topic such
as flight control software or geography among others. This will
be structured as an interview, where the applicant will be
expected to respond to various questions. The aptitude tests will
be followed by an intelligence test which will aim at measuring
an applicant’s intelligence. The test will aim at measuring how
the applicant understands the world around them especially in
regard to flights.
Additionally, a personality test will be conducted with an aim of
evaluating the personality traits and attitudes of the applicants.
It is a test that enables an evaluator to learn about how an
applicant perceives various issues that might have an influence
on how they meet their performance goals. Specifically, a
Minnesota Multiphasic Personality Inventory (MMPI) that
comprises of yes or no questions can be used. After completion,
an evaluator will be able to learn about an applicant’s
personality (Hülsheger, & Anderson, 2009). Further, an
occupational test can be conducted in order to match the
3. interests of an applicant with various opportunities in the
aviation field. Also, it is imperative for an employer to learn
about the interests of an employee to provide an environment
that meets their interests (Hülsheger, & Anderson, 2009).
Finally, a neuropsychological test will be given in order to
measure the cognitive functioning of an applicant. For instance,
it will help test how an applicant may respond to certain
pressured situations during a flight. A flight simulation may be
used for this purpose.
Legal and Ethical Concerns That Need to be Considered when
Hiring Commercial Pilots
Hiring and selection is guided by employment laws meaning
that an employer should not violate them. For instance, when
hiring, an applicant should not be discriminated against based
on their race, gender, origin, age, and religion among others.
All candidates should be treated fairly and should not be
exposed to any form of discrimination as that may call for
litigation which will eventually lead to negative impacts on the
organization. It is an organization’s ethical responsibility to
ensure that during hiring, all applicants are treated equally and
fairly. More so, an organization needs to ensure that all legal
and ethical principles are complied with.
On the other hand, it is imperative for an organization to ensure
that conditions are enabling for all applicants. For instance, it
can ensure that the interview venue can comfortably
accommodate even individuals that might have some physical
disabilities. Doing so ensures that all applicants are treated
fairly, regardless of their physical disabilities. Further, the
hiring process need to ensure that the best applicants have been
hired. A commercial pilot is mandated with responsibilities that
encompass ensuring the safety of humans. Because of this,
applicants should not be hired on grounds such as favoritism
which may lead to hiring of incompetent individuals hence
putting the lives of passengers at risk. Essentially, the hiring
and selection process should focus on complying with the law
4. and hiring the best suited candidates. Doing so will ensure that
all ethical and legal principles have been complied with hence
avoiding harms that may occur if they are violated.
Performance Appraisal Methods
When evaluating the performance of a commercial pilot, there
are several methods that can be used. First, a 360 Degree
feedback can be used. In this method, feedbacks are collected
from individuals that continually and frequently interact with
the individual (Attorney, 2007). A commercial pilot interacts
with various groups of people who can offer helpful insights
regarding his or her performance on multiple areas such as
communication, interpersonal relations, and attitude among
others. The critical incident method can also be applied. It
entails a situation where an evaluator gauges an employee based
on a recent critical incident. The employee can be rated based
on how he or she responded to the incident (Attorney, 2007). A
commercial pilot is likely to meet critical incidents during a
flight hence an evaluator can refer to the most recent event or
events in this method.
Additionally, an evaluator can utilize the management by
objective method, where an employee is assigned a major area
of responsibility and is required to meet certain objectives
within a specific period of time (Attorney, 2007). After the
specified time has elapsed, the employee’s contribution can be
measured and quantified. This method can be applied when
analyzing the performance of a commercial pilot especially in
an area where he or she is expected to improve on within a
certain period of time. The three methods are applicable when
measuring the performance of a commercial pilot. The job
position entails a myriad of skills and competencies hence
performance should be evaluated using methods that allow
contribution by other parties such as colleagues. Other methods
that may be used should be able to evaluate whether a pilot
improves on a certain area through assigning them a specific
5. responsibility.
References
Attorney, A. D. (2007). The Performance Appraisal Handbook
(2nd ed.). New York, NY: NOLO.
Hülsheger, U. R., & Anderson, N. (2009). Applicant
Perspectives in Selection: Going beyond preference reactions.
International Journal of Selection and Assessment 17(4), 41-79.
Patel, H. K., Patel, N. M., & Patel, M. C. (2012). Recruitment
and Selection. Stanford, CA: LAP LAMBERT Academic
Publishing.
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