Job analysis and job specification

Whenever validity has been shown in accord with these guidelines for the use of a particular selection procedure for a job or group of jobs, additional studies need not be performed until such time as the validity study is subject to review as provided in section 3B of this part. Encouragement of voluntary affirmative action programs.

However, when it becomes technically feasible for the user to perform a study of fairness and such a study is otherwise called for, the user should conduct the study of fairness.

Whatever criteria are used should represent important or critical work behavior s or work outcomes.

job specification

The enforcement agencies will take into account the fact that a thorough job analysis was conducted and that careful development and use of a selection procedure in accordance with professional standards enhance the probability that the selection procedure is valid for the job.

In determining whether a selection procedure is appropriate for operational use the following considerations should also be taken into account: The user should show by empirical evidence that the selection procedure is validly related to the construct and that the construct is validly related to the performance of critical or important work behavior s.

Specifically ruled out are: It assists in manpower planning. Job specification is derived from job analysis. Evidence not so denoted is desirable but its absence will not be a basis for considering a report incomplete. It is developed in consultation with the supervisor and the human resource manager.

There should be a job analysis which includes an analysis of the important work behavior s required for successful performance and their relative importance and, if the behavior results in work product san analysis of the work product s.

In determining the representativeness of the sample in a concurrent validity study, the user should take into account the extent to which the specific knowledges or skills which are the primary focus of the test are those which employees learn on the job.

If a user has made a reasonable effort to become aware of such alternative procedures and validity has been demonstrated in accord with these guidelines, the use of the test or other selection procedure may continue until such time as it should reasonably be reviewed for currency.

Definition of Job Specification A statement that expresses the minimum qualification and qualities required, for the performance of a particular job is known as Job Specification.

Consideration of suitable alternative selection procedures. This type of document is descriptive in nature and it constitutes all those facts which are related to a job such as: Job Analysis can be done either orally or written. In such circumstances, the user should utilize selection procedures which are as job related as possible and which will minimize or eliminate adverse impact, as set forth below.

Instead, the focus is on defining the project or task at hand in terms of the overall best interests of the organization, therefore further reducing the idea of a job as a clearly defined set of duties.

It helps in evaluating the job in which the worth of the job has to be evaluated. Review Menu Production Sheets monthly to ensure nutrition requirements are being met. Evidence of the validity of a test or other selection procedure through a construct validity study should consist of data showing that the procedure measures the degree to which candidates have identifiable characteristics which have been determined to be important in successful performance in the job for which the candidates are to be evaluated.

There are two ways to approach building that theory, meaning there are two different approaches to job analysis. These criteria include but are not limited to production rate, error rate, tardiness, absenteeism, and length of service.

Job Specifications; John specification is a statement in which we explain the qualities required by people applying for the job. For the purposes of satisfying these guidelines, users may rely upon criterion-related validity studies, content validity studies or construct validity studies, in accordance with the standards set forth in the technical standards of these guidelines, section 14 of this part.

In addition to the general conditions needed for technical feasibility for the conduct of a criterion-related study see section 16, below an investigation of fairness requires the following: Therefore, an essential unassigned duty has been revealed.

The DACUM process developed in the late s has been viewed as the fastest method used, but it can still can take two or three days to obtain a validated task list. Relationship between use of selection procedures and discrimination.

If necessary information is not available the report of the validity study may still be used as documentation, but its adequacy will be evaluated in terms of compliance with the requirements of these guidelines.

If it is found that the victim did not follow actual safety measures to be followed, he may not be eligible to claim the compensation.

Job analysis is the foundation for all assessment and selection decisions. To identify the best person for the job, it is crucial to fully understand the nature of that job. Job analysis provides a way to develop this understanding by examining the tasks performed in a job, the competencies required to perform those tasks, and the connection.

Job description and job specification are two integral parts of job analysis. They are the written documents helps both employer & employee to understand the job requirement.

These documents are very important to find the best fit for the available job.

Job design

MICHIGAN CIVIL SERVICE COMMISSION JOB SPECIFICATION FAMILY INDEPENDENCE SPECIALIST JOB DESCRIPTION Employees in this job complete and oversee a variety of. Comprehensive job analysis begins with the study of the organization itself: its purpose, design and structure, inputs and outputs, internal and external environments, and resource constraints.

It is the first step in a thorough understanding of the job and forms the basis of job description which leads to job called human resource audit, job study, or occupational analysis.

Job Analysis is a primary tool to collect job-related data. The process results in collecting and recording two data sets including job description and job specification. Job Descriptions Job description -where the details regarding the job are given.

It is a list of job duties, responsibilities,reporting, relationships, working conditions and supervisory responsibilities - one product of the job analysis Gary DesslerJob description is a broad, general, and written statement of a specific job, based on the findings of a job analysis.

Job analysis and job specification
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EEOC Uniform Employee Selection Guidelines Questions and Answers