Traditional job analysis procedures have long been viewed as important for building platforms of information that can be used to support a wide range of human resource applications. However, thinking about the structure of jobs, and even work itself, is changing. This workshop provides a brief overview of the state of the practice and, more importantly, provides an introduction to a practical framework for delivering modeling projects that integrate new ideas and developments in an area that represents one of the most frequently used tools in the human resource professional's toolkit. In doing so, the workshop gives practical guidance to the issues and techniques involved in delivering quality job modeling results.

Dr. Schippmann, Director of Strategic Performance Modeling and Selection Systems for Personnel Decisions International Corporation, is an industrial-organizational psychologist specializing in job modeling and the measurement of work performance, the translation of business strategies into competency requirements, the creation of performance models or information platforms that support integrated human resource systems, the development of job-related employee selection and performance measurement systems, test construction, and expert witness activities pertaining to the review and evaluation of organization practice or the results of personnel research. Prior to joining PDI in March of 1993, Dr. Schippmann was a principal with Performance Management Associates, an industrial organizational psychology consulting firm based in Memphis, Tennessee. He was also a member of the graduate faculty at Clemson University for three years, teaching various courses in personnel psychology and serving as the Director of the Graduate Program in Applied Psychology. He has published numerous articles related to job analysis and modeling, assessment and selection techniques, and staffing practices, including work appearing in the Journal of Applied Psychology and Personnel Psychology. Many of the ideas and methods serving as the basis for his -next generation- job analysis approach may be found in his forthcoming book, Strategic Job Modeling: Working at the Core of Integrated Human Resources (published by Lawrence Erlbaum Associates). Dr. Schippmann received his Ph.D. in industrial organizational psychology from Memphis State University in 1987. He is a member of the Society for Industrial and Organizational Psychology, for which he is currently serving as Chair of the Society's Professional Practice Committee. In addition, he is a member of the American Psychological Association, the American Psychological Society, the Society for Human Resource Management, and a number of regional professional associations.