Click each of the items below to complete this assessment.
Part 1: Job Analysis Implications and Approaches (4–7 pages)
- Explain the implications of job analysis on personnel selection from a human resources perspective, a financial perspective, and a legal perspective.
- Compare inductive job analysis approaches (PAQ, O*NET surveys) and deductive job analysis approaches (task survey, critical incident job analysis). In your comparison, be sure to address the advantages and disadvantages of inductive and deductive approaches.
- Explain three organizational or situational factors that might cause you to select PAQ over task surveys or vice versa. Explain which approach would be more effective to use in court proceedings.
- Explain two advantages and two disadvantages of using competency models compared to using traditional job analysis approaches for your job or a job with which you are familiar. Explain two potential consequences of customizing competency models to fit your organization.
Part 2: Job Analysis Applications (7–9 pages plus an Excel spreadsheet of your ratings for the Generalized Work Activities scales)
For Part II of this Competency Assessment, you will assume a fictitious role as a personnel consultant. Review the media, “Introduction to Company,” to obtain a background of your consulting company.
Job Description (1 page and one completed Excel spreadsheet)
Your first task as a personnel consultant is to develop a job description. Review the media, “Employee Observation.” Consider the type of job you observed. Think about the responsibilities, abilities, and tasks you might include in the job description.
- Write a 1-page job description for the employee observed in the media, “Employee Observation.” Include the following elements in your job description:
- A descriptive title for the job
- A one-sentence definition or summary of the key responsibilities and/or unusual working conditions for the job
- A list of several important and illustrative tasks or responsibilities
- Several important qualifications that may include licenses, abilities, knowledge, and skills
- Review the resource, “Instructions for Making Work Activities Ratings.” Then, use the document, “Data Collection Form for Generalized Work Activities,” to rate the employee’s job using the generalized work activities scales from the O*NET. The survey questions are contained in the Excel document. Please place your responses directly in this Excel document.
- Submit your job description in a Word document and your Excel document, “Data Collection Form for Generalized Work Activities.”
Analysis of Work Activities and Abilities (3–4 pages)
- Review the resource, “Instructions for Making Abilities Ratings.” Then, complete the abilities scales from the O*NET based on the media, “Employee “Employee Interview” Provide the ratings of the abilities of the incumbent worker. Your ratings are only for your analysis and not for submission.
- Analyze the results from the O*NET generalized work activities using the Generalized Work Activities fictitious data and the SPSS Instructions provided in the Competency Assessment instructions. Use SPSS to:
- Calculate a mean rating for each question on the survey. – ALREADY COMPLETE I WILL PROVIDE
- Calculate interrater reliability and agreement statistics. – ALREADY COMPLETE I WILL PROVIDE
- Explain the ratings for the generalized work activities scales and your ratings of the abilities scales on the O*NET.
- Explain the statistical findings and the interrater analysis for the generalized work activities scales.
- Summarize both the abilities and work activity analyses you have conducted on the employee in the media.
Analysis of Critical Incidents (3–4 pages)
As a potential personnel consultant, you might consult for an educational institution, so it is necessary that you understand how critical incidents may be used in job analysis. Review the media, “Employee Observation” and “Employee Interview,” that depict the job of a middle school teacher. Use this information to create a critical incident job analysis.
Conduct a critical incident job analysis that includes the following:
- Provide two examples of critical incidents (one positive and one negative) for the middle school teacher depicted in the media “Employee Observation.” Please do not use the incident described in the Getting Started section for Learning Activity 3 in Module 2. Also, use the news media or personal experiences to identify critical incidents.
- Based upon the critical incidents, identify two or three KSAOs,an employee in the media needs in order to be successful as a middle school teacher.
- Summarize the critical incident job analysis process and the potential results for the employee who is interviewed.
- Summarize five skills that an incumbent SME needs to possess to provide a critical incident job analysis.
- Explain the significance of these skills.