Job Analysis and Selection Methods Essay

For this system to be in force(p) the queryer is required to ensure the interviee fully understands the reasons for the interview to avoid much(prenominal) interviews to be viewed as efficiency evaluation which may foil them to describe their commerce perfectly.The method gage be utilized expeditiously for diadem management calling analysis for manakin the position of the managing director of a company. This would change acquisition of vital culture such as general purpose of the mull over, responsibilities, duties, education, feature and skills required. (Henderson, 1985) Advantages * Its simple and quick hence its the most apply method in the world. * It bathroom reveal primary(prenominal) discipline that might non calculate in written form and education on activities that does not occur occasionally.It provides a chance for the interviewer to explain the importance, need and functions of the commerce analysis. * Can be utilize to have qualitative data. * Suitable for line of merchandises with long job cycles. (office of human resources, 2008) Disadvantages * Employees may distort information by exaggerating certain responsibilities and minimizing others. * Sometimes to have valid information can be a very dim s belittled and time consuming * Experienced interviewers and mighty designed questions are required.Data equanimous by the process is subjective and requires to be verified. * Combining data from discreet interviews is sometimes voiceless. (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 indicate whether or not they perform them. Questions could alike be easy ended.The method can be used efficiently for job analysis involving low level management posts and junior emplo yees for casing office assistants and semi skilled employees. This could spree a quick musical mode to pull ahead information from such prominent company of employees. (Henderson, 1985) Advantages * Its a cheap means to gather information from a large numbers of constructers than interview for instance. * Its quick and efficient method. * It does not require a teach interviewer. * Data collected is standardized. Disadvantages * Questionnaire capturement and examination is both dearly-won and time consuming.This provides tint and instant feedback on descriptive information of a candidate such as their strengths and weaknesses. Applicants are similarly given work sample which is a replica of the job and are required to demonstrate that take in the necessary skills and talents by doing the actual job. This offers a good evaluation of appliers abilities in actual job activities and therefrom helps to reduce discrimination. (Patrick Hauenstein, 2005) Weaknesses To develop good and perfect work samples for each job is difficult and time consuming.Work samples are to a fault 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) Validity use of goods and services tests has been extensively used and shown to be an accurate method to bode a candidate success. The method is also very relevant to the job at hand and therefore widely reliable 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). requital Management Rewarding Performance. Upper saddleback roof River, N. J. Prentice Hall. of fice of human resources. (2008). compensation & Classification. South 2nd Street, Minneapolis The University of Minnesota. Patrick Hauenstein. (2005). Employee excerption Part 2 Interviews and Simulations. Navient Corporation.