The Background, Development and Results of the Job Specialty Inventory of the Air Force

For many years the problem of putting the right man in the right job in order to obtain full utilization of his potentialities has existed. Both industrial and public administrators have considered the problem systematically. A great deal has been said and written about job analysis and its relationship to placement and to the utilization of the worker. Various techniques of job analysis have been developed. The basic principles behind the developed techniques generally are the same insofar as reviewed; the costs in the methods utilized in the collection of job data have varied widely; the written material on interview technique and the description of an orderly compilation of the collected job data before utilization has been lacking in literature.The problem of this thesis is the development of a job analysis "instrument" and a job analysis interview technique to be used in the collection and marshalling of factual job data, with special reference to the Air Force. Job analysis is an important factor in effective administration and is defined more explicitly later in this chapter. It is important to develop in the armed services methods of personnel administration which will be effective in both wartimes and peace. In 1948 the future plans of the Air Force included working out principles and policies of an Officer and Airman Career Program. The tedious, detailed analysis of every segment of theme programs had to he accomplished before implementation could take place. One of the important segments was the collection of basic, factual Job information to be used in placing each officer and airman in a position commensurate with his qualifications. The technological advances during World War II had rendered many existing job descriptions antiquated. It was important, therefore, that the Air Force develop a job analysis instrument that would be efficient and satisfactory in the collection of current, factual job information from which adequate Job descriptions could be prepared, career programs developed, and training standards established.