Person-Oriented Job Analysis: Criminal Profiling
Job Analysis Job analysis is a systematic process used to describe a job and the individual attributes needed to perform that job (Spector, 2012). There are two different approaches to a job analysis: job-oriented and person-oriented. Job-oriented analysis focuses on the tasks that are part of the daily routine for the job in question. It also gives details of the characteristics for the given job (Spector, 2012). The person-oriented approach describes the characteristics an individual must have in order to qualify for a certain job. These characteristics are typically organized into knowledge, skills, and abilities, which mainly focuses on job performance (Spector, 2012). Person-oriented job analysis also takes into consideration other characteristics that are not covered by the main three listed above. Both approaches to job analysis help to give a clear look at what a job entails and what the employer expects of the prospective employee.
Person-Oriented Job Analysis: Criminal Profiling I have always been fascinated with the field of psychology. What drives a person to act a certain way? More specifically, what drives a person to commit criminal acts? I know that criminal profiling isn’t what they make it out to be on television, but after taking a few criminology courses I was completely hooked on the idea of …show more content…
becoming a profiler.
Job Description A criminal profiler must use methods of inductive and deductive reasoning to determine the cause of a criminal case. Based on the information that is gathered from a crime scene, the profiler will build a profile of the criminal filled with characteristics that will help to determine a motive (Roufa, n.d.). Person-oriented job analysis can help find the right person to fill this position. It is important that an employer focus on the characteristics that will make for a good criminal profiler. A person has to have a great deal of knowledge within the fields of psychology and criminality in order to make it in this profession. A prospective employee must also have a particular skill set. They must be able to analyze all aspects of a crime scene in order to get a clearer idea of what motivated the criminal. Having certain abilities are also very important in becoming a criminal profiler. One must have the ability to think logically about a situation and assess each scenario they are presented with. They need to be cooperative because they have to work closely with other detectives and investigators in order to build a strong case file (Roufa, n.d.). A profiler must be very detailed oriented to be sure that no piece of information is overlooked. In addition to all of these characteristics, a profiler must have a willingness to help others, work hard, and put in a lot of man- hours in order to solve a case. The job of a criminal profiler can be very physically and emotionally draining, but in my opinion, it is a very rewarding career. While it is important to have all of these traits to become a good profiler, it is necessary for a prospective profiler to have a certain level of education. A profiler must hold a minimum of a master’s degree and must undergo extensive training and obtain experience investigating violent crimes (Roufa, n.d.). Many profilers hold a doctorate in behavioral psychology and specialize in criminal behavior. They also complete many years of training, mostly through the Federal Bureau of Investigation as a part of their Behavioral Science Unit in Quantico, Virginia. It is important for a profiler to have police training and a great deal of investigative experience before they are able to be considered for a position as a profiler (Roufa, n.d.). Becoming a criminal profiler takes a great deal of time and dedication. It requires a high level of critical thinking skills and very analytical mind. A profiler must be very detail-orientated but able to put together those small puzzle pieces to see the whole picture.
Reliability and Validity It is important to use both approaches of job analysis in order to find the perfect candidate for the job. While it is necessary to establish the details and expectations of a particular job, I feel that in the case of criminal profiling, it is extremely important to establish the expectations that a person must meet as an employee. The person-oriented analysis allows the employer to evaluate key characteristics that a profiler must have in order to be efficient at their job. A person may understand what the job of a criminal profiler entails, but they must have the knowledge, skills, and abilities that are crucial for becoming a profiler. The reliability and validity of a person-oriented analysis is very high due to the very specific qualifications that a person must meet in order to become a criminal profiler. Job-orientated analysis focuses on the details and requirements of a job, whereas person-oriented analysis focuses on the characteristics a person needs to have to be successful at the job (Spector, 2012). Therefore, person-oriented analysis would yield the best results when it comes to finding the right person to be a criminal profiler.
Performance Appraisal Performance appraisal is based on scale ranging from outstanding to poor and is developed based on job analysis (Spector, 2012). If a person engages in a negative behavior that does not fall in line with what is expected of them, then their performance will be viewed as poor. However, if they meet or exceed the requirements asked of them within the scope of their given job, then their performance will be deemed as good or outstanding. Performance appraisals are meant to evaluate an individual’s job performance and then provide them with feedback that will assist them in becoming a better employee. Performance appraisals use certain criteria as a standard for comparison that allows the employer to distinguish between a good and bad performance (Spector, 2012). There are three methods of performance appraisal that are used: objective measures, subjective measures, and 360-degree feedback. Objective measures are used by organizations as a means to track behaviors, results of behaviors, and productivity (Spector, 2012). Superiors rate the performance of each employee using subjective measures. The 360-degree feedback method utilizes a multitude of perspectives in order to determine the performance of an employee. Due to the nature of criminal profiling, a combination of objective and subjective measures would be used to evaluate the performance of an individual. Criminal profilers work with a variety of different people, therefore, it would be difficult to acquire the perspectives of all those who work with the individual using the 360-degree feedback method. Objective measures will allow the organization to keep track of any absenteeism’s or lateness issues that may compromise the performance of the profiler. This method will also make note of any on-the-job incidences that may occur. This will help the organization determine if the individual is following the protocol of their job. The subjective method is completed by the superiors of the profiler as a way of rating their performance. This allows the superior to observe the performance of the individual and give them a rating of good or bad. However, this could cause conflict if the superior rates an individual’s performance unfairly based on personal reasons rather than the actual performance abilities of the employee. If these performance appraisals are issued in a fair and unbiased manner, then they are very beneficial in maintaining a good performance or improving a bad one. Conclusion Becoming a criminal profiler is very time consuming and takes a special level of dedication.
Developing the details of the job through the use of job-oriented analysis is important in order to determine what tasks are expected of that particular job. However, in order to find the right person to be a criminal profiler, a person-oriented job analysis is most important. This analysis allows the employer to really examine the knowledge, skills, and abilities that an individual possesses that will help them succeed at the job. Determining the qualifications that an individual requires is what will assist the employer in finding the perfect
candidate.
References
Roufa, T. (n.d.). Criminal profiler career profile. Retrieved from http://criminologycareers.about.com/od/Career_Profiles/a/Criminal-Profiler.htm
Spector, P. E. (2012). Industrial and organizational psychology: Research and practice (6th ed.). Hoboken: NJ: Wiley.
Person-Oriented Job Analysis: Criminal Profiling I have always been fascinated with the field of psychology. What drives a person to act a certain way? More specifically, what drives a person to commit criminal acts? I know that criminal profiling isn’t what they make it out to be on television, but after taking a few criminology courses I was completely hooked on the idea of …show more content…
becoming a profiler.
Job Description A criminal profiler must use methods of inductive and deductive reasoning to determine the cause of a criminal case. Based on the information that is gathered from a crime scene, the profiler will build a profile of the criminal filled with characteristics that will help to determine a motive (Roufa, n.d.). Person-oriented job analysis can help find the right person to fill this position. It is important that an employer focus on the characteristics that will make for a good criminal profiler. A person has to have a great deal of knowledge within the fields of psychology and criminality in order to make it in this profession. A prospective employee must also have a particular skill set. They must be able to analyze all aspects of a crime scene in order to get a clearer idea of what motivated the criminal. Having certain abilities are also very important in becoming a criminal profiler. One must have the ability to think logically about a situation and assess each scenario they are presented with. They need to be cooperative because they have to work closely with other detectives and investigators in order to build a strong case file (Roufa, n.d.). A profiler must be very detailed oriented to be sure that no piece of information is overlooked. In addition to all of these characteristics, a profiler must have a willingness to help others, work hard, and put in a lot of man- hours in order to solve a case. The job of a criminal profiler can be very physically and emotionally draining, but in my opinion, it is a very rewarding career. While it is important to have all of these traits to become a good profiler, it is necessary for a prospective profiler to have a certain level of education. A profiler must hold a minimum of a master’s degree and must undergo extensive training and obtain experience investigating violent crimes (Roufa, n.d.). Many profilers hold a doctorate in behavioral psychology and specialize in criminal behavior. They also complete many years of training, mostly through the Federal Bureau of Investigation as a part of their Behavioral Science Unit in Quantico, Virginia. It is important for a profiler to have police training and a great deal of investigative experience before they are able to be considered for a position as a profiler (Roufa, n.d.). Becoming a criminal profiler takes a great deal of time and dedication. It requires a high level of critical thinking skills and very analytical mind. A profiler must be very detail-orientated but able to put together those small puzzle pieces to see the whole picture.
Reliability and Validity It is important to use both approaches of job analysis in order to find the perfect candidate for the job. While it is necessary to establish the details and expectations of a particular job, I feel that in the case of criminal profiling, it is extremely important to establish the expectations that a person must meet as an employee. The person-oriented analysis allows the employer to evaluate key characteristics that a profiler must have in order to be efficient at their job. A person may understand what the job of a criminal profiler entails, but they must have the knowledge, skills, and abilities that are crucial for becoming a profiler. The reliability and validity of a person-oriented analysis is very high due to the very specific qualifications that a person must meet in order to become a criminal profiler. Job-orientated analysis focuses on the details and requirements of a job, whereas person-oriented analysis focuses on the characteristics a person needs to have to be successful at the job (Spector, 2012). Therefore, person-oriented analysis would yield the best results when it comes to finding the right person to be a criminal profiler.
Performance Appraisal Performance appraisal is based on scale ranging from outstanding to poor and is developed based on job analysis (Spector, 2012). If a person engages in a negative behavior that does not fall in line with what is expected of them, then their performance will be viewed as poor. However, if they meet or exceed the requirements asked of them within the scope of their given job, then their performance will be deemed as good or outstanding. Performance appraisals are meant to evaluate an individual’s job performance and then provide them with feedback that will assist them in becoming a better employee. Performance appraisals use certain criteria as a standard for comparison that allows the employer to distinguish between a good and bad performance (Spector, 2012). There are three methods of performance appraisal that are used: objective measures, subjective measures, and 360-degree feedback. Objective measures are used by organizations as a means to track behaviors, results of behaviors, and productivity (Spector, 2012). Superiors rate the performance of each employee using subjective measures. The 360-degree feedback method utilizes a multitude of perspectives in order to determine the performance of an employee. Due to the nature of criminal profiling, a combination of objective and subjective measures would be used to evaluate the performance of an individual. Criminal profilers work with a variety of different people, therefore, it would be difficult to acquire the perspectives of all those who work with the individual using the 360-degree feedback method. Objective measures will allow the organization to keep track of any absenteeism’s or lateness issues that may compromise the performance of the profiler. This method will also make note of any on-the-job incidences that may occur. This will help the organization determine if the individual is following the protocol of their job. The subjective method is completed by the superiors of the profiler as a way of rating their performance. This allows the superior to observe the performance of the individual and give them a rating of good or bad. However, this could cause conflict if the superior rates an individual’s performance unfairly based on personal reasons rather than the actual performance abilities of the employee. If these performance appraisals are issued in a fair and unbiased manner, then they are very beneficial in maintaining a good performance or improving a bad one. Conclusion Becoming a criminal profiler is very time consuming and takes a special level of dedication.
Developing the details of the job through the use of job-oriented analysis is important in order to determine what tasks are expected of that particular job. However, in order to find the right person to be a criminal profiler, a person-oriented job analysis is most important. This analysis allows the employer to really examine the knowledge, skills, and abilities that an individual possesses that will help them succeed at the job. Determining the qualifications that an individual requires is what will assist the employer in finding the perfect
candidate.
References
Roufa, T. (n.d.). Criminal profiler career profile. Retrieved from http://criminologycareers.about.com/od/Career_Profiles/a/Criminal-Profiler.htm
Spector, P. E. (2012). Industrial and organizational psychology: Research and practice (6th ed.). Hoboken: NJ: Wiley.