Job evaluation system

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Procedure when using the TBS

The job evaluation system (TBS) by Winfried Hacker and Richter (1980) is an occupational psychological procedure for determining requirements , with which the personality enhancement of professional activities can be examined and assessed.

Originally only designed for operating, assembly and monitoring work, the TBS was expanded in 1987 to include primarily intellectual activities (TBS-GA - activity evaluation system for intellectual work).

In its abbreviated form, the TBS-GA consists of selected technical and engineering-related activity characteristics and includes scales of the process parts

  1. Organizational and technical conditions,
  2. Cooperation and communication,
  3. Responsibility resulting from the work order,
  4. Required thinking skills as well
  5. Qualification and learning requirements.

The most important data collection method is a work study backed up by statements from employees (time proportions, work sequence) supplemented by:

  • Analysis of operational documents,
  • Analysis of objective working conditions as well
  • Group discussion with employees, work planners and others.

The basis for the classification in the scales is a thorough study of work , i.e. study of the work documents and observation interview , the scope of which depends on the complexity and complexity of the work to be examined. The following procedure is aimed for when processing the feature part:

  • Determination of the number of sub-activities or sub-tasks with different requirements,
  • Classification of the degree of sequential completeness of the activity structure,
  • Type and extent of the transferred preparatory activities,
  • Types of possible error determinations,
  • Transferred organizational functions,
  • Number of job changes (cyclical),
  • Frequency of repetitive tasks within a partial activity or partial task per working day (shift),
  • Required information about work organization,
  • Type of human-machine or human-computer interaction,
  • Extent of temporal degrees of freedom when dealing with foreseeable events,
  • Degree of prescription of the work activity by the regulations made in the work order,
  • Familiarity or unfamiliarity of the problem components,
  • Variety of postures and forms of movement,
  • Temporal scope of necessary cooperation and communication with work colleagues,
  • Order-related communication content,
  • Required professional training as well
  • Persistent work-related learning needs.

Each scale is described in terms of content. The classification in the scales as well as the preparation of the results takes place both for the overall activity and for the work orders or partial tasks, provided that the overall activity consists of several work orders or partial tasks with a significant proportion of time. Instructions are usually provided in the TBS for classification in the listed scales. The results of the feature part are used to make predictions of the effects on people caused by the work activity examined. After creating the overall profile of the work activity and comparing it with the specified minimum profile, design requirements are derived.

See also

swell

  1. ↑ Hacker, Winfried; Fritsche, Birgit; Judge, peter; Iwanowa, Anna: Job evaluation system TBS: Process for the analysis, evaluation and design of work activities . Zurich: vdf, 2003 ( ISBN 978-3728120793 ).
  2. ^ Richter, Gabriele; Hacker, Winfried: Job Evaluation System: Intellectual Work for Job Owners . Zurich: vdf, 2003 ( ISBN 978-3728128997 ).

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