Summary
Samenvatting Recruitment, Selection & Workperformance, mini SV
- Course
- Institution
Ideale kleine samenvatting om de laatste belangrijke informatie voor het tentamen door te nemen!
[Show more]
Seller
Follow
evakassing
Reviews received
Content preview
College 1Binning & Barrett model
Criterion
Co
n te
n Criterion
t
Development n
io
i pt
Construct scr
De
b
Jo
Job Specification
Predictor : potential for success
Criterion : success at job
How to gather job information?
Direct observation
Job analyst observes or learns & does job
Need to include representative sample of job behaviour (unobstrusive ;
functional job analysis (FJA ; activity + frequency) => used to record observed
tasks)
Assumes static jobs
✓ : manual, standardized, short-cycle jobs
☓ : jobs requiring mental work & concentration)
Interviews
Most commonly used technique for establishing tasks, duties & behaviours for
standardised/unstandardized + physical/mental work
Worker acts as his/her own observer & reports
✓ : worker knows job, including hidden & long-term aspects
☓ : success highly dependent on interviewer skill, at initiating trust & covering
the whole content domain & on interviewee honesty (danger of information-
distortion)
Subject matter experts (SMEs)
Representative (i.e. race, gender, position of incumbents ; especially of
experience) groups of 6 – 10 people
Discussing issues & resolving disagreements openly
Expecially good for extracting relevant KSAOs
, Critical incidents technique (CI)
Letting SMEs describe especially good/poor performance
Incidents are categorised according to job dimensions => end up covering the
behavioural domain and also helps with performance management
✓ : absolutely job related ; forces attention to situational & personal
determinants & uniqueness of job ; ideal for feedback, development, measure
development
☓ : time-consuming & burdensome ; qualitative, difficult to compare employees
Questionnaires
Fleishman Job Analysis Survey (F-JAS) ; taxonomy of 52 abilities (cognitive,
psychomotor, physical & sensory/perceptual) + 21 social + 33 occupational K&S
✓ : reliability & validity (one of the best researched job analysis
measures)
Position Analysis Questionnaire (PAQ) ; 194 items in 5 categories (info input,
mental processes, work output, relationships with others & job context)
✓ : high reliabilities, sample independent. Particularly suited for blue-
collar manufacturing jobs (less for white-collar, professional, managerial,
technical) blue-collar = physical ; white-collar = cognitive
☓ : worker (behaviour) oriented => unusual similarities (masks task
differences), difficult for job descriptions, readability (requires college-
graduate reading level)
Info available
O*NET (http://www.onetonline.org/) ; when the information is already available
New developments
Incorporating Personality
Good for cross-functional jobs, difficult to define jobs, new jobs, etc.
How important is each personality dimension to the job? (NEO ; PPRF)
Competency modelling
A worker-oriented job analysis that focuses on broad characteristics needed for
the job: KSAOs (e.g. innovation, flexibility)
Reflects organizations business context & strategy
More strategy & future oriented, prescriptive
Heighten P-O fit
☓ : there is no consistent definition of a competency (ill-defined concept) ; not as
much rigor as job analysis
The Job Analysis Wizard (JAW)
Computer based technology
Work requirements (=> context, generalized behaviours, tools, equipment) &
worker requirements (=> KSAs, education, certification, languages, work styles)
Uses web-based surveys, taxonomies & archives
In case of new requirements ; uses archive data & fuzzy logic to suggest to used
other dimensions most similar to the new one
Automated processes => system can complete a job analysis, using subjects
worldwide, in just a few days
Strategic job analysis (=> if the job does not jet exist, e.g. in combination with new
technology)
SME : repeated discussions between SMEs from different parties involved in
change (e.g. organisation’s strategic mgt, technolohy developers, supervisors &
incumbents of ‘most similar’ jobs)
Statistical : use prior knowledge of tasks & KSAs (=> develop correlation matrix)
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller evakassing. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for $3.70. You're not tied to anything after your purchase.
Can Stuvia be trusted?
4.6 stars on Google & Trustpilot (+1000 reviews)
48298 documents were sold in the last 30 days
Founded in 2010, the go-to place to buy study notes for 15 years now