Deutsch: Inventar der Arbeitselemente / Español: Inventario de Elementos del Trabajo / Português: Inventário de Elementos do Trabalho / Français: Inventaire des Éléments de Travail / Italiano: Inventario degli Elementi del Lavoro

Job Elements Inventory is defined as a structured job analysis technique developed by Cornelius and Hakel that is similar to the Position Analysis Questionnaire (PAQ) but easier to read.

In the psychology context, the Job Elements Inventory (JEI) is a psychological assessment tool designed to evaluate the specific elements or aspects of a job that are relevant for successful performance. It helps in identifying the knowledge, skills, abilities, and other characteristics (KSAOs) required to perform a job effectively. The JEI is often used in organizational psychology for job analysis, employee selection, training needs assessment, and performance appraisal.


The JEI typically consists of a comprehensive list of job tasks, behaviors, and requirements that are rated by job incumbents, supervisors, or human resources professionals. These ratings help in understanding the importance, frequency, and criticality of each job element for effective job performance.

The Job Elements Inventory (JEI) is a widely used tool in industrial and organizational psychology that aims to assess the key elements of a job in order to provide a comprehensive understanding of the demands, tasks, and responsibilities associated with a particular role. This inventory consists of a detailed list of job elements that are relevant to various positions, including both physical and cognitive components. By using the JEI, psychologists can analyze the critical aspects of a job and match them with the skills, abilities, and interests of potential employees.
The JEI is often utilized in recruitment and selection processes to ensure that candidates are well-suited to the specific requirements of a job. By assessing individuals based on the job elements outlined in the inventory, organizations can make more informed decisions about hiring and placement. Additionally, the JEI can be used in career counseling to help individuals identify roles that align with their strengths and preferences.
The job elements included in the inventory cover a diverse range of factors, such as physical exertion, manual dexterity, problem-solving skills, communication abilities, and decision-making capabilities. Each element is carefully defined and categorized to provide a clear picture of the demands associated with a particular job. Through the use of the JEI, psychologists can create profiles of different job roles and compare them to the profiles of individual candidates.
Overall, the Job Elements Inventory serves as a valuable tool for enhancing organizational effectiveness, improving employee satisfaction, and facilitating career development. By incorporating this assessment into various HR processes, organizations can foster better matches between employees and their roles, leading to increased productivity and job fulfillment. Additionally, the JEI can help individuals gain insight into their skills and preferences, guiding them towards roles that are well-suited to their abilities and interests.

Application Areas

  • Job Analysis: The JEI is used to identify and document the essential tasks and requirements of a job.
  • Employee Selection: It helps in developing selection criteria based on the identified job elements.
  • Training and Development: Identifying gaps between job requirements and employee skills to tailor training programs.
  • Performance Appraisal: Establishing performance standards based on job elements.

Well-Known Examples

While specific examples of the Job Elements Inventory application are proprietary to individual organizations, the JEI methodology is widely applied across various industries for creating job descriptions, developing competency models, and guiding HR practices.

Treatment and Risks

  • Treatment: The process of assessing an individual's work-related traits and skills to determine suitable job placements and enhance job satisfaction.
  • Risks: Misinterpreting assessment results leading to inappropriate job placements and dissatisfaction in the workplace.
  • Treatment: Providing training and development opportunities based on the results of the Job Elements Inventory to improve job performance and satisfaction.
  • Risks: Failing to address specific individual needs identified through the assessment, resulting in decreased job effectiveness and motivation.
  • Treatment: Using the Job Elements Inventory as a tool for career counseling to help individuals make informed decisions about their career path.
  • Risks: Relying solely on assessment results without considering other factors such as personal interests and values, leading to dissatisfaction in chosen career paths.

Similar Terms

  • Position Analysis Questionnaire: a method used to analyze and document the behaviors, tasks, and responsibilities of a particular job.
  • Position Description Questionnaire: a standardized instrument used to collect information about a specific job and its requirements.
  • Occupational Information Network (O*NET): a database that contains information on various job characteristics and requirements for different occupations.
  • Dictionary of Occupational Titles (DOT): a publication that provides detailed descriptions of various job duties, tasks, and requirements for different occupations.

Examples of Sentences

  • One of the main components of the assessment was the Job Elements Inventory.
  • The team is currently analyzing the results of multiple Job Elements Inventories.
  • She is conducting a study on the effectiveness of using Job Elements Inventory in job redesign.
  • His research focuses on developing a new version of the Job Elements Inventory.



The Job Elements Inventory is a valuable tool in the field of psychology, particularly within organizational and occupational psychology, for analyzing jobs and aligning human resource practices with the specific requirements of job roles. By systematically evaluating the elements of a job, organizations can enhance job design, selection, training, and performance management processes to improve organizational effectiveness and employee satisfaction.