Human Resource Selection

Chapter 9 Incorporating Job Analysis Results In Section Measures

Incorporating Job Analysis Results In Selection Measures

The identification of KSAs and other personal characteristics from job analysis data (determination of employee specification). The incorporation of employee specifications in our selection instruments (determination of selection measure content). Figure 8.1 p.306
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Identification of Employee Specification

Two different approaches 1. work analysis approach; SMEs 2. Worker analysis approach; PAQ Four general comments 1. These two methods describes a fairly diverse group of methods 2. Each of these two involves the use of judgment on the part of users, are designed to lead systematically from analyzing to identifying employee specification 3. Can also be used in both large and small organizations 4. These are employed for two reason:
1. For choosing appropriate employee specifications, in turn, valid selection instruments 2. To meet certain legal requirements

The Task Analysis Approach

Determination of Employee Specifications
1. Identifying and rating job tasks 2. Specifying KSAs necessary for successful job performance 3. Rating the importance of identified KSAs 4. Identifying other employee specifications necessary to perform job 5. Linking KSAs and other employee specification to job task 6. Developing the content areas of selection measures
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The Task Analysis Approach; 1. Identifying and Rating Job Tasks

1. Identifying and Rating Job Tasks
1. Isolation and rating most important tasks performed on a specific job 2. Frequency of performance 3. Criticality 4. Consequence of error

Tasks whose rating exceed cutoff are selected. Or we may choose tasks of upper quartile (top 25%)
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The Task Analysis Approach; 1. Identifying and Rating Job Tasks

In sum task statements:
1. 2. 3. 4. 5. Begin with an action verb Describe what the worker does How the worker does it To whom or what, and Why the worker does it

Example: The bus driver of NU is required to pick and drop the MBA students from their hostel in order to ensure compliance of university discipline and time table. Keep the bus fit and clean, be polite and courteous and observe traffic rules.
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The Task Analysis Approach; 2. Specifying KSAs necessary

2. Specifying KSAs necessary for successful job performance The guideline for developing sound KSA statements is that it should indicate :
1. 2. 3. 4. What the KSA is To what effect In what context it operates What level or degree of accuracy it is used

The Task Analysis Approach; 2. Specifying KSAs necessary

Definitions of KSA
Knowledge: A body of information, usually of a factual or procedural nature, that makes for successful performance of a task. Skill: An individuals level of proficiency or competency in performing a specific task. Level of competency is typically expressed in numerical terms. Ability: A more general, enduring trait or capability an individual posses when he or she first begin to perform a task. Example: p. 371
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The Task Analysis Approach; 3.

Rating the Importance of Identified KSAs

Rating the importance of identified KSAs Three principal ways:

1. KSA importance in performing the job as a whole. 2. KSA importance for job applicants to have open entry or when first hired. 3. KSA importance in ranking candidates from good to poor versus KSAs
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The Task Analysis Approach; 3.

KSAs be evaluated on the following criteria:

Rating the Importance of Identified KSAs

1. The percentage of applicants that can expected possess KSAs; smaller the percentage. 2. The extent that more of KSAs possession leading to better performance. 3. The extent to which serious consequences could occur. See; p.373
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The Task Analysis Approach; 4.

Identifying Other Employee Specifications

Identifying other specifications necessary for job performance

Physical requirements 1. Be able to read voltmeter dial from a distance of 5 feet. 2. Be able to carry a 180-pound deadweight down a 50-foot ladder. 3. Be able to carry on a telephone conversation without electronic amplification.

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The Task Analysis Approach; 4.

License/Certification requirements 1. Drivers license 2. Boiler attendant license 3. Electrician certification Other miscellaneous requirements 1. Working in shifts 2. Extended hours of work 3. Excessive travel

Identifying Other Employee Specifications

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The Task Analysis Approach;

KSAs and Other Employee Specifications

Linking

Linking KSAs and other employee specifications to Job Tasks

1. KSA-job task link to ensure legal defense of selection procedure. 2. Can improve efficiency and effectiveness of the selection instrument.

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The Task Analysis Approach;

Developing the Content Areas of Selection Measures

Developing the content areas of selection instrument

1. If the KSA is rated as important. 2. It is believed new employees should possess the KSA upon job entry, and 3. If the KSA is linked to performance of an important job task.

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The Task Analysis Approach;

Determination of Selection Measure Content

See See See See

Table Table Table Table

9.1 9.2 9.3 9.4

p.377 p.379 p.381 p.385

An example of selection plan

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The PAQ Approach

Ratings of the a job are made with PAQ. Then these ratings are compared with PAQ rating of jobs in other organizations stored in the national job databank of PAQ Services. Results of these job comparisons serve as the basis for defining employee specification.
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The PAQ Approach; Steps Involved

1. Conducting an job analysis of the job using the PAQ. 2. Identifying the major components of work required on the job. 3. Identifying the attributes required for performing these major components of work. 4. Choosing tests that measure the most important attributes. Types of PAQ information available:
1. PAQ questionnaire items 2. PAQ job attributes

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 PAQ questionnaire provides useful data for defining important employee specifications. Average item ratings of the job analysers

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