what is job analysis
is job analysis procedures are designed to describe a job and what is needed in order to perform it well.
- describes the tasks and responsibilities of the job
- includes info what particular behavioral characteristics the job holder should have
- tech/equipment used
- working conditions
- the position within the organization
- the analysis also looks at previous work experience, technical qualifications, level of general intelligence and specific cognitive abilities
e.g. - questionnaire
- survey
- work records
what is criterion validity + what are the two types of validity within it?
criterion validity:
predictive and concurrent validity
what is construct validity + what are the two types of validity within it?
construct validity
convergent and divergent (discriminant) validity
impression management
how does adverse impact relate to fairness
name 5 of the most important selection methods
- job interviews
- psychological tests
- biodata
- work samples
- assessment centers
user acceptance
unstructured vs unstructured interviews
behavioral vs situational interviews
intelligence tests
personality tests
impression management
biodata
work samples
assessment centers
What is the main difference between predictive and concurrent validity?
What is the difference between a behavioral and a situational job interview?
what are the two main principles of selection procedures?
- There are individual differences between people in skill & personal qualities. so the purpose of the selection process is to match the most compatible person for the job.
- it is believed that Future behavior is predictable
Goal of selection procedures = match people to jobs & estimate future job performance
what are 2 theories that influence the personnel selection assessment (PSA)
the predictivist perspective and the constructivist perspective
predictivist perspective
- person job fit
- predictors
- person job fit is the maximum priority (the most suitable candidate gets the job)
- candidates do not get a say in selection, only the recruiting organization
- predictors: pieces of evidence that show how the candidate has acted currently or in the past
constructivist perspective
the attributes of employees are the most relevant factors
-emphasizes that the organization and the candidates have a say in the selection procedure.
viable psychological contract:
- these are made by both employers and employees together in meetings
- people expect to give and receive specific things from each other
the selection process is usually social interactions that make an opportunity for both parties to see if theyre a good fit for each other
prediction by SPA
