人资论文定稿英文.docx

人资论文定稿英文.docx

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人资论文定稿英文

JobAnalysisandHiringDecision

TableofContents

Introduction2

1.JobAnalysis2

1.1analysingtheposition2

1.2OrganizingExpertise2

1.3collectinginformation2

1.4Identifyingdifferenciations3

1.5Shapingjobanalysisreport3

2.SelectingPredictions4

2.1ContentValidityofChosenAbilities4

2.2GenerallyUsefulPredictors6

3HiringStrategy6

3.1CutoffScore6

3.2CombiningTestScore7

4.FinalDecision8

Conclusion10

References11

Introduction

OvaniaChemicalCorporationisaproducerofPET,andnowitneedtohirethreepeopleforthechangedjobofsystemanalyzer.Theessayhasbeendividedintofiveparts:

Initially,carryingoutjobanalysisprocess,andmakeoutjobidentificationwhichcontainsjobdescriptionandjobspecification.Secondly,selectingpredictors,determinethecontent-validity.Thirdly,comingupwithhiringdecision.Intheend,claimingthefinaldecision,aswellasmakingaconclusion.

1.JobAnalysis

1.1analysingtheposition

Becausechemicalproductioninvolveshighlyintegratedprocesstechnologies,andtherequirementsforthesystemanalyzerjobhavebecomemuchmoreextensive.Ourselectioncommitteehavecreatedarelativelyaccuratedepictionofthoserequirementsfortheposition.andisshowninFigure1.AndasetofpersonalqualitiesrequredforcandidatesaredisplayedinFigure2,whichincludingsixcriticalabilities.identifycurrenttasksandpredictorsofKSAs.

1.2OrganizingExpertise

Somebodywhoknowsthejobasthebackofhishand,suchasmanagers,chemistsofPETfield,todiscusshowaltersinthefuturewillinfluentthejob.

Firstly,alongwiththegrowthoftechnologies,theplanthasbecomemoreautomated,andthecompanyneedsomeonewhocanmonitoralloftheindividualcomponentssimultaneously.Thatistosay,moreknowledgearerequired.Invitingthosemanagementwhohavetheanalogouspositionwiththepredictedjob.Ifitisnecessarytousenewequipment,sothetechnologicalrepresentativeofmanufacturerareabletoofferusefulinformationaboutrelevanttasksandceitificatesofemployee,theseareindispensabletooperatemachineseffectively.

1.3collectinginformation

Itisobligatoryonthecommitteetocollectusefuldatafrompeoplewhoareabundantofknowledgeoftransformationsonthenewlydefinedposition.Collectionscontainbackgroundinformation,basicdatacollectionandinformationgatheringtheopinionsandrecommendationsoftheincumbents.

1.4Identifyingdifferenciations

Ajobdescriptionwillcontainatleastthreeparts:

thejobtile,ajobidentificationsection,andajobdutiessection（Chambers,2000,p.210）.First,thejobtitleshouldprovidestatustotheemployee.Ifpossible,thetitleshouldoffersomeindicationofwhatthedutiesofthejobmaycontains.Also,thejobtitleshouldindicatetherelativeleveloccupiedbyitsholderintheorganizationalhierarchy.Second,thejobidentificationsectionincludessuchitemsasthedepartmentallocationofthejob,thepersontowhomthejobholderreports,andthedatethejobdescriptionwaslastrevised.Occationally,itmayalsocontainsapayrollorcodenumber,thenumberofemployeesinthedepartmentwherethejobislocated.Andatthebottomofthissection,“statementofthejob”maybeseen.inordertodistinguishthejobfromothers.Third,typicallythejobspecificationcoverstwoareas:

oneistheskillrequiredtoperformthejob;anotheristhephysicaldemandsthejobplacesupontheemployeeperformingit.Monitoralloftheindividualcomponentssimultaneously.

1.5Shapingjobanalysisreport

StatementofWorkJobSpecialization

Jobspecializationisknownaspostqualificationmeansthattheincumbentshouldbecompetentinthejobmusthavethequalificationsandconditions（Grensing,1999,p.50）.Jobspecificationofaworkofservingintheeducation,workexperience,knowledge,skills,physicalandpersonalitycharacteristicsoftheminimumrequirements.Jobspecificationisanimportantpartofthestatementofwork.Normativecontentoftheworkinvolvesmoreextensivecoverage,generallyincludethefollowingaspects:

1,postlaborrules.Theenterpriseestablishedaccordingtothelawrequiringemployeesinthelaborprocessmustcomplywiththevariouscodesofconduct.2,Capacity:

fixedstandard.Namelyquotaofemploymentofenterprisestodevelop,implement,unifiedanalysis,andtherevisionofthevariousaspectsofuniformprovisions.Third,jobtrainingstandards.Namely,accordingtothenatureoftheposts,characteristicsandmissionrequirements,tothepostonjobskillstraininganddevelopmentofthespecificprovisions.4,poststaffnorms.Namely,systemsanalysispositions,basedonqualificationsforcertainstaffpositions,aswellaslevelofknowledge,workexperience,education,professionalskills,psychologicalquality,competenceandotheraspectsofthequalityrequiredbytheuniformprovisions.

Jobdescriptionreferstotheactualworkthejobonthestaffofbusinessprocessesandmandate.Itisbasedon"work"asthecenterrightpositiontoconductacomprehensive,systematic,in-depthdescriptionofthejobevaluation,jobclassificationtoprovideabasis.

2.SelectingPredictions

2.1ContentValidityofChosenAbilities

Degreetowhichatestorselectionproceduremeasuresaperson’sattributes.contentvalidityisextenttowhichaselectioninstrument,suchasatest,adequatelysamplestheknowledgeandskillsneededtoperforemaparticularjob.Contentsofthejobaremadeupofthoseactivitiesthatareessentialtocarryoutthedutieseffectively.Wecallthoseactivitiesasjobcontentdomain.Thecloserthecontentoftheselectioninstrumentistoactualjobcontentdomain,thegreateritscontentvalidity.Contentvaliditygenerallyuesdtoevaluatejobknowledgeandskilltests.Itisnotexpressdincorrelationalterms.Weshouldattachgreaterimportanceontheformulationofnewevaluationinstruments,ratherthanalready-existedones.Inaddition,weunderscoresjudgmentofexpertsondeterminationofvalidityofthatevaluationtool,ratherthancorrelationcoefficient.Byusingthejudgetodescribetheextenttowhichthecontentsofaselectionmeasurementinstrumentsrepresentthethingsbeingevaluated.Accordingly,contentvalidityisconsideredtobeakindofdescriptivevalidity.Whendevelopinganevaluationinstrument

Whenthepredictivetoolsandcompetenciesneededforjobknowledge,skills,abilitiesarethesame.Webelievethatpredictiontoolshavechangedheartsverisimilitude

Forselection,thereexistsacriticalissueoncomaribilitybetweenpredictorfidelityandperformancedomainofthatspecificjob.Contentvalidityisanon-statisticaltypeofvaliditythatinvolvesthesystematicexaminationofthetestcontenttodeterminewhetheritcoversarepresentativesampleofthebehaviourdomaintobemeasured（RobbinsandCoulter,2007,p.128）.

Atesthascontentvaliditybuiltintoitbycarefulselectionofwhichitemstoinclude（Anastasi&Urbina,1997）.Itemsarechosensothattheycomplywiththetestspecificationwhichisdrawnupthroughathoroughexaminationofthesubjectdomain.Chambers（2000）notesthatbyusingapanelofexpertstoreviewthetestspecificationsandtheselectionofitemsthecontentvalidityofatestcanbeimproved.Theexpertswillbeabletoreviewtheitemsandcommentonwhethertheitemscoverarepresentativesampleofthebehaviourdomain

Workresultsoftheanalysisisusedtodefinethejobcontentareas.Weareabletoidentifythecontentvaliditybycoparasionanalysingbetweenjobcontentdomainandcontentsofevaluationinstruments.Thecandidatesmustobtainsomespecificknowledge,skillsandabilitiestosomedegreetobeofcompetancetoBeabletoundertakeeveryimportantdutywhichjobanalysisidentifies.

Withthelogictodeterminethevalidityofameasurementtool,withtheunderstandingofconceptstoidentifywhetherallthecharacteristicsofthevariabletobeconsideredthat,intheory,theconceptoflevelhasavarietyofcharacteristics,levelofexperienceofmeasurementshouldalsohave,Iftheymatch,thenhaveacontentvalidity;otherwise,thatis,thereisnocontentvalidity.

Referstoasetoftestquestionswhetherthetestshouldtestthecontentorthecontentofthetestwhetheritreflectstherequirementsofthetest,whichteststherepresentativenessandcoveragelevels.

Ingeneral,thesetwelveindicatorshavefairlyhighcontentvalidityinthattheydescribethedutiesandtasksofthatkindofjobsuccessfully.However,thereexistsomeuntruedescriptionsforinstance,whenwearelookingatthedictator“fingerdexterty”,no19dimension“disassemblesanalyzerstoperformrepairson-siteorbackintheshop”didnothaverelevancewithfingerdexteritybuthavecloserelationwithleadership.Wehaveaccesstotakeanotherlookatskillofspatialabilitywhichisdescribedfromdimentionof“isassemblesanalyzerstoperformrepairson-siteorbackintheshop”,andthisalsocannotgainrelavancefromcontentvalidityperspective.

2.2GenerallyUsefulPredictors

Fromtheperspectiveoftheaccountingprofession，Honestyandtrustworthinessserveasthemostimportantindicatorsfortheselection.Inaddition,whetherthecandidateshavetheaccountingqualificationcertificateisalsoaveryusefulindicator.tispossibletoanalyzethemfromaspectsofreliabilityandvalidity.

Reliabilityisthefeatureofeffectivehumanresourcesselectionwhenscoringaselectionmeasure.Whenwetalkaboutreliability,werefertotheselectionofstudiestomeasurethereliabilityofscoresobtained,consistency,andstability（RobbinsandJudge,2008,p.37）.

Usually,weexaminetwosetsofmeasurementwhenmeasu