Chapter 3 Conceptual vs. actual criteria Criteria: standards used to help make evaluative judgments about objects, people, or events Conceptual criteria: theoretical standards that researchers seek to understand through research (ideal set of factors that constitute success) Actual criteria: operational or actual standards that researchers measure or assess (measures of the conceptual criteria) Criterion relevance, deficiency, and contamination Criterion relationship: actual criteria are never totally equivalent to conceptual criteria Criterion relevance: degree to which the actual and conceptual criteria coincide Criterion deficiency: part of the conceptual criterion is not measured by the actual criterion Criterion contamination: part of the actual criterion is unrelated to the conceptual criterion Bias: extent to which actual criteria consistently measures something other than the conceptual criteria Error: extent to which actual criteria are not related to anything at all Job performance criteria Desirable job performance criteria, three characteristics o Appropriate o Stable o Practical Objective performance criteria: objective, factual Subjective performance criteria: judgmental evaluations of performance Steps of job analysis
Job analysis: formal procedure by which the content of a job is defined in terms of tasks and human qualifications needed to perform the job Used for developing job descriptions and job specifications Six steps in analyzing jobs Identify use of information Review background information Organizational charts: depict organization’s structure in chart format Job/occupational descriptions : existing job descriptions, occupational databases (such as Occupational Information Network (O*NET) and National Occupational Classification (NOC)) Select positions and jobs to be analyzed Collect data Job incumbent: holder of the job Advantages: experience, familiarity with job, acceptance of job analysis process Disadvantages: cannot analyze new/future job, may lack knowledge/insight, possible lack of motivation Supervisor Advantages: oversee jobs, define jobs, acceptance of job analysis process Disadvantages: difficult to make job comparisons Job analyst: conduct job analyses, guide job analysis process Advantages: able to make comparisons, neutral perspective Disadvantages: perceived as outsider, may lack detailed knowledge, costly All examples of SMEs Types of procedures Tasks: basic unit of work that is directed towards meeting specific job objectives Position: set of tasks performed by a single employee Job: set of similar positions in an organization Job family: group of similar jobs in an organization Procedures for collecting information
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- Fall '14
- Psychology, Standardized test, analyst