Uses of Job Analysis Results. JOB ANALYSIS. CONNECT TASKS TO KSAs. IDENTIFY AND RATE JOB TASKS & KSAs. JOB DESCRIPTIONS. RECRUITMENT. APPLICATION BLANKS. PERFORMANCE TEST (HANDS-ON). DEVELOP SELECTION DEVICE (S). PAPER & PENCIL TESTS. SIMULATION TESTS. SITUATIONAL
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IDENTIFY AND RATE JOB
TASKS & KSAs
PAPER & PENCIL
IDENTIFY TRAINING NEEDS &
1)What is the action being performed? (using an action verb)
- Make the verb as specific as possible. (More ambiguous words can be use if details are provide in the “how” section of the statement)
- Use present tense, plural form of the verb (e.g., Assists, Supervises)
2)To whom/what is the action directed? (the object, or receiver, of the action verb)
3) How is the action performed? (e.g., use of certain procedures, equipment, tools). The “how” is arguably the most crucial part of the task statement in that it directly relates to KSAs. It is often introduced with the word “by” and typically it consists of specific examples of representative list of procedures, equipment, tools, etc.
4) Why is the action being performed? (the purpose of the action). Often, it is preceded by words such as “in order to” or “so as to.” Be careful not to confuse the “why’ part of the statement with the “what” section
Example: (Why?) Ensures that equipment is working properly by performing measurements ….
(What?) Performs a variety of measurements (e.g., …) by using tools and devices such as …... in order to ensure the proper functioning of equipment
Inspects (visually or manually) parts, equipment
and systems such as valves, thermostats,
filters, motors, pumps, space heating equipment,
boilers, generators, incinerators, burner systems,
air handling units, and piping systems by using
Calibration equipment hand tools, multi-meters,
and temperature and pressure gauges following
oral and written instructions (e.g., supervisor
directives, operator manuals) in order to comply
with maintenance requirements and determine
the cause of malfunctions.
Task statements are rated on many dimensions including:
(1) the extent to which job incumbents perform the task,
(2) the percentage of time they spend on the task,
(3) the criticality of the work activity to overall job performance,
(4) the necessity of performance of the task upon entry to the job,
(5) the extent to which the ability to successfully perform the activity
distinguishes between superior and adequate performance,
(6) the extent of damage associated with not performing the task
(7) the percentage of incumbents in the job class who actually
perform this task.
KSA Statements are rated on three dimensions including:
(1) their importance to overall job performance,
(2) their necessity at entry to the job,
(3) the extent to which they differentiate levels of job performance.
1) A job analysis must be performed on the exact job which the selection/promotion device is to be used
2) The analysis must be reduced to a written form (e.g., a job description)
3) The job analyst must be able to describe the procedures used to collect information
4) Data must be collected from several up-to-date sources
5) Data must be collected by a qualified job analyst
6) Data must be collected from a large enough sample of individual for the job in question
7) Tasks, duties, and activities must be identified and the relative degree of competency required must be specified
8) KSAs are mentioned most frequently as the type of information to be identified through a job analysis
9) Task specification is seen as a prerequisite to an acceptable job analysis
"Without such an analysis (job analysis) to single out the critical knowledge, skills and abilities required by the job, their importance relative importance to each other, and the level of proficiency demanded as to each attribute, a test constructor is aiming in the dark and can only hope to achieve job relatedness by blind luck”
The KSAs tested for must be critical to successful job performance
Portions of the exam should be accurately weighted to reflect the relative importance to the job of the attributes for which they test.
The level of difficulty of the exam material should match the level of difficulty of the job
1. Ability to perform
calculations and understand
Charts, formulas and tables.
2. Ability to read blueprints.
3. Ability to troubleshoot
4. Knowledge and use of safe
practices when handling
Materials and tools.
5. Ability to use & care for
hand and power tools to
6. Knowledge of basic
principles of hydraulic,
pneumatic, and compressed
Previous work experience in
hazardous work environments
Relevant experience and
training in mechanical
Work Sample Test
Medical Exam & Drug