Validity And Reliabilty
Job analysis
Job analysis can be defined as the determination of the essential characteristics of a job in order to produce a job specification. A job specification is a written statement of the essential characteristics of a job including necessary qualifications, duties, responsibilities and degree of authority of the job holder.
The purposes for which a job analysis is required can be
• to establish criteria for selection and performance appraisal,
• to establish training and development programs,
• for job evaluation
• remuneration purposes,
• to assist in job design, and
• For organizational restructuring purposes.
Job analysis also has important implications for fair employment practices.
In order to demonstrate job relatedness in employee selection, the criteria utilized should be directly related to, or embody constructs associated with job performance.
Therefore the purpose of the job analysis will determine which information is considered important, and which HR specialist skills (e.g., training, selection, job evaluation) would be most relevant.
The nature of the information elicited from job analysis incorporates the following:
• The nature of the work activities, including work procedures or processes, human behavior, physical job demands, personal responsibility and accountability.
• The machinery and equipment used.
• The nature of the work inputs and outputs, e.g. raw materials and finished goods.
• Work performance, including productivity standards and product quality specifications.
• Job context, incorporating the work the organizational environment, societal context, compensation and motivational factors.
• Personal requirements of incumbents, including requisite knowledge and skills, aptitudes, physical and psychological characteristics.
Thus, in analyzing a job, an attempt is made to measure various aspects of that job. As mentioned previously, effective measurement requires...
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