SkillsNET’s annual Technical Advisory Board (TAB) meeting was held recently at its corporate headquarters in Waxahachie, Texas.  SkillsNET executives and scientists gathered to welcome nine distinguished TAB members, consisting of top industrial-organizational (I-O) psychologists and human resource experts in their respective fields.  Information about the individual TAB members can be found at SkillsNET’s website, www.skillsnet.com.

SkillsNET hosted a very successful and productive one and a half-day session.  From a high-level perspective, the meeting was dedicated to updating the TAB members of current and future projects and research directions, advancing the science of industrial-organizational psychology, and engaging TAB members individually and collectively in upcoming months to enhance SkillsNET’s business model and further the company’s vision.
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SkillsNET has recently completed a work effort with Monster.com, an industry leader in the online job board and career space.  This initiative provided Monster with a perspective from experts in the field of job analysis and classification in order to achieve a more comprehensive solution. 

Through this project, a win-win relationship was forged. SkillsNET was granted the opportunity to work with yet another industry leading organization, and Monster was provided with a more robust job categorization framework. These improvements will enable Monster's customers to identify more targeted candidates, and will also allow job seekers to obtain more relevant job search results.
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Scientist's Corner: The Importance of Job Analysis

Job analysis involves the collection of various types of job data and worker requirements in an organization and this data serves as a foundation for most, if not all, human resource-related decisions.  In its most generic form, job analysis data provides a point of reference to the user about the work performed on the job. However, the potential of job analysis data to aid in organizational human resource functions extends far beyond the scope of this use.  The possibilities are limitless if it is applied appropriately and used in decision making.

Performing a thorough job analysis and collecting qualitative and quantitative data is the first step in bridging the gaps often present in evaluating job data. All too often, decisions made using job analysis data rely on loose inferences or qualitative hunches rather than allowing the data to be used to its full potential in dynamic and complex ways in order to draw objective conclusions.
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