Week 3 Personnel Selection Time! PDF

PERSONNEL SELECTION TIME! Class Reminders and Announcements: Take Quiz 3 by 11:59pm on Sunday Complete Discussion 3 by 11:59pm on Sunday Complete assigned readings for next week  TRANSITION Last week we said that the main purpose of a scientific selection syste...

PERSONNEL SELECTION TIME! Class Reminders and Announcements: Take Quiz 3 by 11:59pm on Sunday Complete Discussion 3 by 11:59pm on Sunday Complete assigned readings for next week  TRANSITION Last week we said that the main purpose of a scientific selection system is to... In order to achieve that goal, assuming we think it’s worth the time and resources, we start with a job analysis.  HOW TO ACHIEVE A GOOD SELECTION PROCESS? Step 0: Decide if it’s even worth having a scientific selection system Step 1: Perform job analysis to determine needed information Step 2: Decide the collection method (interviews, tests, etc.) Step 3: Score applicants based on their information Step 4: Validate the selection system's effectiveness Step 5: Ensure alignment with legal and moral principles  ACTIVITY In small groups, discuss the answers to the following questions: 1) What is a job analysis? 2) What are the three elements of a job analysis? 3) What is the difference between a job-oriented and a person-oriented job analysis? 4) What are KSAOs?  JOB ANALYSIS “A job analysis is a method for describing jobs and/or the human attributes needed to perform them” (Spector, 2021) There are 3 characteristics (“elements”) of a job analysis...  JOB ANALYSIS There are 3 characteristics (“elements”) of a job analysis... Procedure must be systematic (clear, planned procedure) The job is broken into smaller units Produces a report  JOB ANALYSIS TYPES A job analysis can be _____-oriented and/or _____-oriented.  JOB ANALYSIS TYPES Job-oriented job analysis - Provides information about the nature of the tasks done on the job Person-oriented job analysis - Provides a description of the KSAOs necessary for the person to successfully perform a particular job  JOB ANALYSIS Whether you use one approach or both depends on the purpose! There are many purposes  JOB ANALYSIS TYPES By conducting a job analysis, we can make sure we select people based on things that are job relevant.  JOB RELEVANCE To better understand job relevance, let’s discuss the blog titled “Job Relevance is Important” Job Relevance is Important - Paul Spector  BLOG #1 – JOB RELEVANCE IS IMPORTANT What was the blog post about? What is job relevance? How can job relevance be achieved? Why is job relevance important?  JOB RELEVANCE The blog helps us better understand why a person-oriented job analysis is used – but what about job-oriented job analysis? 1) The match between jobs and people rely on both KSAOs and the tasks of the job! 2) Job-oriented job analysis helps us develop job descriptions! Workers are paid based on the tasks listed in the job description – it’s super important that this is accurate to avoid legal issues! In selection we often use both methods when conducting a job analysis  USING THIS INFO TO YOUR ADVANTAGE Here is an example of a job at Discord  USING THIS INFO TO YOUR ADVANTAGE Tasks and KSAOs for the job are listed!  USING THIS INFO TO YOUR ADVANTAGE Tip: Use the skills, tasks, and KSAOs mentioned in the job description as much as possible in your resume – it helps demonstrate job relevance.  USING THIS INFO TO YOUR ADVANTAGE These are the skills Discord listed for the job:  USING THIS INFO TO YOUR ADVANTAGE These are the skills you should put in your resume:  TRANSITION Now that we understand the two approaches to job analysis, let’s talk about how job analysis information is obtained.  METHODS FOR OBTAINING JOB ANALYSIS INFORMATION There are five common methods for obtaining job analysis information: 1. Perform the job 2. Observe employees on the job 3. Interview subject matter experts (SMEs) 4. Administer questionnaires to SMEs 5. Obtaining existing information  1. PERFORM THE JOB What does that look like? Pros and Cons? 1. PERFORM THE JOB  2. OBSERVE EMPLOYEES What does that look like? Pros and Cons? 2. OBSERVE EMPLOYEES  3. INTERVIEW SMES What does that look like? Pros and Cons? 3. INTERVIEW SMES  4. ADMINISTER A QUESTIONNAIRE What does that look like? Pros and Cons? 4. ADMINISTER A QUESTIONNAIRE EXISTING QUESTIONNAIRES  5. OBTAINING EXISTING INFORMATION What does that look like? (What existing information might we be able to collect?) What are some pros and cons of using existing information to inform a job analysis?  5. OBTAINING EXISTING INFORMATION: PROS AND CONS Pros: requires minimal resources (low cost, little time commitment) Cons: depending on the source... quality/accuracy may be unknown may not be very detailed may not be tailored to the exact position may not have opportunities for follow-up questions  5. OBTAINING EXISTING INFORMATION One great resource for obtaining existing information is to use O*NET!  BLOG #2 - O*NET IS A VALUABLE TOOL FOR JOB ANALYSIS O*NET is a large job analysis project funded by the US Bureau of Labor Provides detailed information on more than 1000 job families Does not provide information about every job (impossible), and the information is not tailored to a specific position at a specific organization like a custom job analysis Fantastic option for a starting point or for companies without the resources to do a custom job analysis https://www.onetonline.org/  O*NET ACTIVITY Let’s do a quick activity to demonstrate how we can obtain existing information for a job analysis 1. Visit https://www.onetonline.org/ 2. Pick any job 3. Find the information relevant to a job analysis (hint: what information are you looking for from a job-oriented and person-oriented job analysis?) 4. In addition to this information, find the median pay, education requirements, projected growth, and information on job training requirements (do they need to be trained on the job?) EXPLORING O*NET EXPLORING O*NET  EXPLORING O*NET: TASKS I/O Psychologist? EXPLORING O*NET  EXPLORING O*NET: KSAOS I/O Psychologist Knowledge Skills Abilities Other Personal Characteristics  EXPLORING O*NET: KSAOS Knowledge Knowledge of Psychology Skills Teaching skills Abilities Cognitive ability (general ability to learn) Other Personal Characteristics Integrity EXPLORING O*NET EXPLORING O*NET EXPLORING O*NET EXPLORING O*NET  BREAK IT DOWN: METHODS Why is it important to use multiple methods (e.g., obtain existing info, perform the job, observe employees, interview SMEs, administer questionnaires)? Multiple methods enhance your understanding of the job, increase job relevance, etc.  GREAT! WE HAVE A JOB ANALYSIS REPORT. IS IT LEGIT? Job analysis results should be reliable and valid.  GREAT! WE HAVE A JOB ANALYSIS REPORT. IS IT LEGIT? Reliability – consistency Validity - accuracy  IS A JOB ANALYSIS REPORT RELIABLE? Reliability – consistency (not a fluke) - If you re-did the job analysis at another time, would you produce the same report? (test-retest reliability) - If you re-did the job analysis sampling different SMEs, would you produce the same report? (inter-rater reliability)  IS A JOB ANALYSIS REPORT RELIABLE? OFTEN - YES! - People are consistent over time in making job analysis ratings (test-retest r =.83) - Different people tend to rate the same job similarly (inter-rater agreement r =.73)  IS A JOB ANALYSIS REPORT VALID? Validity – accuracy - If you re-did the job analysis using different methods, would you produce the same report? (convergent validity)  IS A JOB ANALYSIS REPORT VALID? OFTEN – YES(ISH) - Different methods provide fairly similar results (convergent validity r =.47 -.94) - One study found that employees will report performing “fake tasks” when filling out a job analysis questionnaire - Subject to biases and value differences - If I were a SME being asked about the KSAOs of being a professor, I may weigh programming skills more highly than others  GREAT! WE HAVE A RELIABLE AND VALID JOB ANALYSIS REPORT.... How do job analyses provide support (or lack thereof) for applicants with disabilities?  ADA AND JOB ANALYSIS SUMMARY Essential functions - A job task that an employee must be able to perform to do the job. The Americans with Disabilities Act (ADA) provides legal protections for job seekers and employees with disabilities Individuals with disabilities cannot be denied employment because of their disability unless their disability inhibits them from performing “essential functions” A job analysis can help to identify essential functions  ADA AND JOB ANALYSIS SUMMARY Example! Picking up and packing orders is often an essential function of warehouse works – you cannot perform the job well without being able to do this task. Essential function  ADA AND JOB ANALYSIS SUMMARY Example! Routine maintenance of equipment is not an essential function of being a warehouse worker. While it can be beneficial to have this skill, it is ultimately the responsibility of specialized maintenance personnel to maintain equipment. Not an essential function  SUMMARY A job analysis is ________. A job analysis has 3 characteristics: _________________. Some methods of getting job analysis information are ___________________________. O*Net is _______________. Job analysis reports should be r_______ and v_______. Job analysis can be used to identify e______ f________.  NEXT STEPS Take Quiz 3 by 11:59pm on Sunday Complete Discussion 3 by 11:59pm on Sunday Complete assigned readings for next week If you have any questions, don’t hesitate to reach out!