limited to 195 jobs and six dimensions. Revision The three basic steps to conduct a position analysis questionnaire are: Human resources and other staff attend a PAQ job analysis training course. PAQ questionnaires are filled out by trained professionals, not job incumbents. Trained PAQ job analysts then use the position analysis questionnaire to analyze selected jobs. The PAQ questionnaires are submitted to PAQ for scoring, with the results then used to analyze by human resource or other trained managers. Patrick and Moore have revised the PAQ and developed a couple of changes called Job Structure Profile (JSP). JSP included item content style and new items to increase the discriminatory of the decision making dimension. This method is designed to be used more by job analysts than by job incumbents. Another alternative to the position analysis questionnaire, the Job Element Inventory (JEI), was developed by Cornelius and Hackel in 1978. It is very similar to the traditional PAQ, but is constructed to be easier to read for incumbents, job analysts and applicants. References Human resource management Industrial and organizational psychology