Job Analysis and Selection Methods Essay

For this system to be effective the interviewer is required to ensure the interviee full understands the reasons for the interview to avoid such interviews to be viewed as efficiency paygrade which may hinder them to describe their crease accurately.The manner do-nothing be utilized businesslikely for top management tune analysis for compositors case the position of the managing director of a company. This would enable acquisition of bouncy culture such as general purpose of the think over, responsibilities, duties, education, experience and skills required. (Henderson, 1985) Advantages * Its artless and quick hence its the most used method in the world. * It can reveal important information that might not front in written form and information on activities that does not kick the bucket occasion eachy.It provides a chance for the interviewer to explain the importance, need and functions of the job analysis. * Can be used to generate qualitative data. * Suitable for job s with long job cycles. ( big businessman of human race resources, 2008) Disadvantages * Employees may distort information by exaggerating certain responsibilities and minimizing early(a)s. * Sometimes to apply valid information can be a very soft s small(a) and time consuming * Experienced interviewers and properly designed questions be required.Data tucked by the process is subjective and requires to be verified. * compounding data from discreet interviews is sometimes difficult. (office of human resources, 2008) STRUCTURED QUESTIONNAIRE METHOD This method involves designing questionnaire and having employees fill them to describe their job related duties and responsibilities and rate them. Questions can be structured and employees given a list of specific duties and asked to repoint whether or not they perform them. Questions could besides be open ended.The method can be used efficiently for job analysis involving low level management posts and junior employees for insta nce office assistants and semi delicate employees. This could offer a quick way to gather information from such large group of employees. (Henderson, 1985) Advantages * Its a cheap way to gather information from a large numbers of takeers than interview for instance. * Its quick and efficient method. * It does not require a trained interviewer. * Data collected is standardized. Disadvantages * Questionnaire increase and testing is both expensive and time consuming.This provides quality and instant feedback on descriptive information of a candidate such as their strengths and weaknesses. Applicants be also given work sample which is a replica of the job and are required to demonstrate that possess the necessary skills and talents by doing the literal job. This offers a good evaluation of applicants abilities in actual job activities and thus helps to reduce discrimination. (Patrick Hauenstein, 2005) Weaknesses To develop good and accurate work samples for each job is difficult and time consuming.Work samples are also difficult to apply in managerial posts where its not possible to develop a work sample that can cover all activities. The process also requires highly qualified and assessors which are expensive to maintain. (Patrick Hauenstein, 2005) rigourousness Employment tests has been extensively used and shown to be an accurate method to yell a candidate success. The method is also very relevant to the job at hand and therefore widely accepted as compared to other methods. (Patrick Hauenstein, 2005) ReliabilityEmployment tests are a reliable way of obtaining vital information about applicants abilities, and skills in actual job environment. They therefore tend to be accurate predictors of applicant later performance (Patrick Hauenstein, 2005) * REFERENCES Henderson, R. J. (1985). Compensation Management Rewarding Performance. Upper Saddle River, N. J. Prentice Hall. office of human resources. (2008). Compensation & Classification. South 2nd Stre et, Minneapolis The University of Minnesota. Patrick Hauenstein. (2005). Employee Selection ruin 2 Interviews and Simulations. Navient Corporation.