Personnel Selection Flashcards
(15 cards)
In any selection process, what two things must you know?
- What should be accessed
- whether what is accessed is important
What are the benefits of a thorough job analysis?
- candidates have a realistic job preview
- candidates can self select themselves into roles
- organization benefits from the most suitable employees
- future job performance can be more accurately predicted
Describe the Selection Process
Job Analysis defines the competency model which creates the person specification that determines the selection and assessment criteria which informs the advertising process. Candidate Application is received , following by selection.
Validity of methods are tested over time
What is outlined in Job Analysis?
- Key Responsibilities
- KSA (Knowledge, skill and abilities)
- work experience, certification
- job description/personal attributes
Describe the Critical Incident Technique
This involves the interviewee to recall specific instances of job behavior that are characteristic of either highly effective or highly ineffective performance
Benefits of the Critical Incident Analysis
- allows the analysis of relevant job behaviors
- allows the analyst to differentiate between good and poor job holders
- provides information that can help in designing the actual selection model
What are the feature of the Positive Analyst Questionnaire?
- Questions are worker-oriented
- can be used to analyze a wide variety of jobs
- consists of nearly 200 items
What is the aim of the PAQ
results of the PAQ point directly to specific abilities and skills the job would require
Describe the competency analysis
The cluster of specific characteristics and behavioral patterns a job holder is required to demonstrate in order to perform the relevant job with competence
What are the outputs of Job Analysis?
- Job Description
- Personnel Selection
- input for other employee experiences and processes like career development and training
- inform promotion properties
What are the components of a Job Description ?
- Title of the Job
- Summary
- Work Activity
- Tools and Equipment
- Job Context
- Work Performance
- Compensation Information
- Job Competencies
What are the Pros and Cons of Written Material Existing Documentation
-PROS- available already can be comprehensive easy to gather -CONS- can be outdated can be vaguely written
What are the PROS and CONS of Interviews with Job Holders?
PROS -provides specific and new information CONS -can be difficult and costly to conduct -provide information on the job holder and not the job -yield biased information or incomplete -varies widely
What are the PROS and CONS of Critical Incidents
PROS
-can be used to identify both effective and ineffective work behavior
-can identify contextual info about job
CONS
-sometimes only extreme behaviors are examined
What are the PROS and CONS of PAQ?
PROS -standardized, structured Approach -worker-oriented -well established CONS -requires good reading ability -can be tedious to complete
