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analyzing a job

analyzing a job
The purpose of this assignment is to give you first-hand experience in analyzing a job and developing a job description and job competencies list. You will be analyzing the job of one of the other students in this class. It doesn’t matter what type of job the student does – if the student is not working, analyze the job he or she hopes to have upon graduation.
Using the techniques presented in class, you will conduct a job requirements analysis, and use that information to develop a combined job description/job specification.
Your final report should contain the following sections:
1. The Job – What job (job title) did you choose to study and why?
2. The Methods Used – What methods did you use (prior information, observation, interviews, task questionnaires, committee, combinations of these), and exactly how did you use them?
3. The Sources Used – What sources did you use (job analyst, job incumbent, supervisor, subject matter experts, combinations of these), and exactly how did you use them?
4. The Process Used – How did you go about gathering, synthesizing, and reporting the information?
5. The Matrix – Present the actual job requirements matrix.
6. The Job Description/Specification – Take the information from the job requirements matrix and turn it into a completed job description. Your goal is to use the job requirements job analysis approach to develop a job description containing:
Essential Job Functions (Duty Areas)
Job Tasks and Duties
Knowledge, Skills and Abilities Used to Do the Job
Physical Requirements of the Job
Equipment Used on the Job
Supervision/Contacts for the Job
Career Path Associated with Job
Competencies Required for Career Path
Testing & Selection Homework
Human Resource Evaluation
The company where you did your job analysis assignment has hired you to improve their current selection and performance management systems. To illustrate your skills in this area, you will present a proposal for a new selection system for this job. Your proposal will be written to the Director of Human Resource Management, and you will need to respond to EACH of the following items in your proposal:
1. Describe the job and the selection system for which you will be proposing changes. Start by reviewing the major job tasks and skills, as defined in the job description. Next, tell me how job applicants are currently recruited, screened, and selected.
2. Evaluate the current selection system for this job. This would include observations about legal liabilities, current job analyses and descriptions for the job, reliability and validity information, appropriateness and completeness of current methods of selection. If tests and formal interviews are currently being used for selection, include a copy of them in APPENDIX A. If you cannot obtain complete information, at least include sample questions.
3. Propose how you would improve the selection system for this job. Include in your proposal:
a. A discussion of necessary preparatory stages (e.g., Would you need to do further job analysis, and if so, what steps would you take? What additional information would be needed to do your work?)
b. A description of the predictors you would use in the selection system. Be sure to consider interviews and job-related skill assessment tests in addition to paper and pencil tests. Explain in detail why you think these predictors are appropriate for the job at hand, including information on validity and reliability (note that content validity information is one way of establishing validity when predictive validity information is not available.) You must cite at least one current reference outside of your text book for each proposed selection technique. Be sure to provide a complete citation with each reference, including the author’s names, the title of the article, the publication title, the publication date, and the page numbers. Include a copy of each of the tests/interviews you are proposing to use in APPENDIX B. If you do not have or cannot obtain a complete copy of the test, at least put sample questions in the appendix.
c. A description of the steps you would take to evaluate the reliability and predictive validity of the tests for your particular job in your particular company. Include specific information in this section, especially the criterion measures you propose using to test the validity of the predictors and how they will be collected.
Basic information on using the Internet to find tests is given below.
Start with Google – look to see what types of websites come up when you put in words related to the type of test you want to use. For example, ‘selection test electrical manager’ results in multiple hits.
Go through the pages presented on Google, and look to see whether or not the companies presented on those pages are reputable. Seek out information such as the education level of the company personnel, sample items from tests, the availability of validity information, etc. Don’t be afraid to play with your keywords until you start finding the kinds of tests that are right for your job.
Another place to look for tests is in advertisements in professional journals. Test publishers who specialize in a particular type of test will often advertise in the professional journals for that field.
The following websites contain a vast store of valuable information related to identifying and selecting tests:
How to Select Tests: HYPERLINK “http://www.hr-guide.com/data/G364.htm” http://www.hr-guide.com/data/G364.htm
Overview – Principles of Assessment: HYPERLINK “http://www.hr-guide.com/data/G368.htm” http://www.hr-guide.com/data/G368.htm
Overview – Selection: HYPERLINK “http://www.hr-guide.com/selection.htm” http://www.hr-guide.com/selection.htm
Online Test Information: HYPERLINK “http://www.hr-guide.com/data/G371.htm” http://www.hr-guide.com/data/G371.htm
PanTesting Website (tests and manuals): HYPERLINK “http://www.pantesting.com/home.htm” http://www.pantesting.com/home.htm
Be sure to note reference resources in the “How to Select Tests” website – Mental Measurements Yearbook, Tests in Print, and Test Critiques are all valuable sources of information when looking for a test.

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