Criterion relevance is the degree to which the actual and conceptual criteria

Criterion relevance is the degree to which the actual

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Criterion relevance is the degree to which the actual and conceptual criteria coincide o Criterion deficiency Part of the conceptual criterion not measured by the actual criterion o Criterion contamination Part of the actual criterion that is unrelated to the conceptual criterion Includes
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Bias: extent to which actual criteria consistently measure something other  than the conceptual criteria Error: extent to which actual criteria are not related to anything at all Job performance criteria o Desirable job performance criteria can be define by three characteristics o Appropriate o Stable o Practical o Objective performance criteria o Objective, factual o Subjective performance criteria o Judgmental evaluations of performance o Production o Sales o Tenure or turnover o Absenteeism o Accidents o Theft o Counterproductive work behavior o Emotional labor o Person-organization fit Steps of job analysis o Job analysis o Formal procedure by which the content of a job is defined in terms of tasks and human  qualifications needed to perform the job o Job analysis information is used for developing Job descriptions Job specifications o Six steps in analyzing jobs o Identify use of information HR planning Recruitment and selection Job evaluation Performance appraisal Training and development o Review background information
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Organizational charts Depict organization’s structure in chart form Show how job in question relates to other jobs in the organization Job/occupational descriptions Existing job descriptions Occupational databases o Occupational Information Network (O*NET) o National Occupational Classification (NOC) Other sources o Select positions and jobs to be analyzed o Collect data Sources Vital that job analysis is an accurate and complete representation of the job 3 major sources of job information o Job incumbent Holder of the job Advantages Experience with job Familiarity with job Acceptance of job analysis process Disadvantages Cannot analyze new/future job May lack knowledge, insight Possible lack of motivation o Supervisor Help determine what job incumbents do at work Advantages Oversee jobs Define jobs Acceptance of job analysis process Disadvantages Difficult to make job comparisons o Job analyst Conduct job analyses, guide job analysis process Advantages Able to make comparisons Neutral perspective Disadvantages Perceived as outsiders May lack detailed job knowledge Costly Each source is an example of a Subject Matter Expert (SME) Types of procedures Tasks o
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  • Fall '14
  • SarahJaneRoss
  • Psychology, researcher

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