人資論文定稿-英文

JobAnalysisandHiringDecisionTableofContentsTOC\o"1-5"\h\z\o"CurrentDocument"Introduction 2.JobAnalysis 2analysingtheposition 2\o"CurrentDocument"OrganizingExpertise 2\o"CurrentDocument"collectinginformation 3\o"CurrentDocument"Identifyingdifferenciations 3\o"CurrentDocument"Shapingjobanalysisreport 3.SelectingPredictions 4ContentValidityofChosenAbilities 4\o"CurrentDocument"GenerallyUsefulPredictors 6\o"CurrentDocument"HiringStrategy 6\o"CurrentDocument"CutoffScore 6\o"CurrentDocument"CombiningTestScore 8\o"CurrentDocument".FinalDecision 8\o"CurrentDocument"Conclusion 10\o"CurrentDocument"References 10IntroductionOvaniaChemicalCorporationisaproducerofPET,andnowitneedtohirethreepeopleforthechangedjobofsystemanalyzer.TheessayhasbeendividedintofivepartsJnitially,carryingoutjobanalysisprocess,andmakeoutjobidentificationwhichcontainsjobdescriptionandjobspecification.Secondly,selectingpredictors,determinethecontent-validity.Thirdly,comingupwithhiringdecision.Intheend,claimingthefinaldecision,aswellasmakingaconclusion..JobAnalysisanalysingthepositionBecausechemicalproductioninvolveshighlyintegratedprocesstechnologies,andtherequirementsforthesystemanalyzerjobhavebecomemuchmoreextensive.Ourselectioncommitteehavecreatedarelativelyaccuratedepictionofthoserequirementsfortheposition.andisshowninFigure1.AndasetofpersonalqualitiesrequredforcandidatesaredisplayedinFigure2,whichincludingsixcriticalabilities.identifycurrenttasksandpredictorsofKSAs.OrganizingExpertiseSomebodywhoknowsthejobasthebackofhishand,suchasmanagers,chemistsofPETfield,todiscusshowaltersinthefuturewillinfluentthejob.Firstly,alongwiththegrowthoftechnologies,theplanthasbecomemoreautomated,andthecompanyneedsomeonewhocanmonitoralloftheindividualcomponentssimultaneously.Thatistosay,moreknowledgearerequired.Invitingthosemanagementwhohavetheanalogouspositionwiththepredictedjob.Ifitisnecessarytousenewequipment,sothetechnologicalrepresentativeofmanufacturerareabletoofferusefulinformationaboutrelevanttasksandceitificatesofemployee,theseareindispensabletooperatemachineseffectively.collectinginformationItisobligatoryonthecommitteetocollectusefuldatafrompeoplewhoareabundantofknowledgeoftransformationsonthenewlydefinedposition.Collectionscontainbackgroundinformation,basicdatacollectionandinformationgatheringtheopinionsandrecommendationsoftheincumbents.IdentifyingdifferenciationsAjobdescriptionwillcontainatleastthreeparts:thejobtile,ajobidentificationsection,andajobdutiessection(Chambers,2000,p.210).First,thejobtitleshouldprovidestatustotheemployee.Ifpossible,thetitleshouldoffersomeindicationofwhatthedutiesofthejobmaycontains.Also,thejobtitleshouldindicatetherelativeleveloccupiedbyitsholderintheorganizationalhierarchy.Second,thejobidentificationsectionincludessuchitemsasthedepartmentallocationofthejob,thepersontowhomthejobholderreports,andthedatethejobdescriptionwaslastrevised.Occationallyjtmayalsocontainsapayrollorcodenumber,thenumberofemployeesinthedepartmentwherethejobislocated.Andatthebottomofthissection,"statementofthejob”maybeseen.inordertodistinguishthejobfromothers.Third,typicallythejobspecificationcoverstwoareas:oneistheskillrequiredtoperformthejob;anotheristhephysicaldemandsthejobplacesupontheemployeeperformingit.Monitoralloftheindividualcomponentssimultaneously.ShapingjobanalysisreportStatementofWorkJobSpecializationJobspecializationisknownaspostqualificationmeansthattheincumbentshouldbecompetentinthejobmusthavethequalificationsandconditions(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..SelectingPredictionsContentValidityofChosenAbilitiesDegreetowhichatestorselectionproceduremeasuresaperson'sattributes.contentvalidityisextenttowhichaselectioninstrument,suchasatest,adequatelysamplestheknowledgeandskillsneededtoperforemaparticularjob.Contentsofthejobaremadeupofthoseactivitiesthatareessentialtocarryoutthedutieseffectively.Wecallthoseactivitiesasjobcontentdomain.Thecloserthecontentoftheselectioninstrumentistoactualjobcontentdomain,thegreateritscontentvalidity.Contentvaliditygenerallyuesdtoevaluatejobknowledgeandskilltests.Itisnotexpressedincorrelationalterms.Weshouldattachgreaterimportanceontheformulationofnewevaluationinstruments,ratherthanalready-existedones.Inaddition,weunderscoresjudgmentofexpertsondeterminationofvalidityofthatevaluationtool,ratherthancorrelationcoefficient.Byusingthejudgetodescribetheextenttowhichthecontentsofaselectionmeasurementinstrumentsrepresentthethingsbeingevaluated.Accordingly,contentvalidityisconsideredtobeakindofdescriptivevalidity.WhendevelopinganevaluationinstrumentWhenthepredictivetoolsandcompetenciesneededforjobknowledge,skills,abilitiesarethesame.WebelievethatpredictiontoolshavechangedheartsverisimilitudeForselection,thereexistsacriticalissueoncomaribilitybetweenpredictorfidelityandperformancedomainofthatspecificjob.Contentvalidityisanon-statisticaltypeofvaliditythatinvolvesthesystematicexaminationofthetestcontenttodeterminewhetheritcoversarepresentativesampleofthebehaviourdomaintobemeasured(RobbinsandCoulter,2007,p.128).Atesthascontentvaliditybuiltintoitbycarefulselectionofwhichitemstoinclude(Anastasi&Urbina,1997).Itemsarechosensothattheycomplywiththetestspecificationwhichisdrawnupthroughathoroughexaminationofthesubjectdomain.Chambers(2000)notesthatbyusingapanelofexpertstoreviewthetestspecificationsandtheselectionofitemsthecontentvalidityofatestcanbeimproved.TheexpertswillbeabletoreviewtheitemsandcommentonwhethertheitemscoverarepresentativesampleofthebehaviourdomainWorkresultsoftheanalysisisusedtodefinethejobcontentareas.Weareabletoidentifythecontentvaliditybycoparasionanalysingbetweenjobcontentdomainandcontentsofevaluationinstruments.Thecandidatesmustobtainsomespecificknowledge,skillsandabilitiestosomedegreetobeofcompetancetoBeabletoundertakeeveryimportantdutywhichjobanalysisidentifies.Withthelogictodeterminethevalidityofameasurementtool,withtheunderstandingofconceptstoidentifywhetherallthecharacteristicsofthevariabletobeconsideredthat,intheory,theconceptoflevelhasavarietyofcharacteristics,levelofexperienceofmeasurementshouldalsohave,Iftheymatch,thenhaveacontentvalidity;otherwise,thatis,thereisnocontentvalidity.Referstoasetoftestquestionswhetherthetestshouldtestthecontentorthecontentofthetestwhetheritreflectstherequirementsofthetest,whichteststherepresentativenessandcoveragelevels.Ingeneral,thesetwelveindicatorshavefairlyhighcontentvalidityinthattheydescribethedutiesandtasksofthatkindofjobsuccessfully.However,thereexistsomeuntruedescriptionsforinstance,whenwearelookingatthedictatorlingerdextertyn,no19dimension"disassemblesanalyzerstoperformrepairson-siteorbackintheshop"didnothaverelevancewithfingerdexteritybuthavecloserelationwithleadership.Wehaveaccesstotakeanotherlookatskillofspatialabilitywhichisdescribedfromdimentionofdisassemblesanalyzerstoperformrepairson-siteorbackintheshop”,andthisalsocannotgainrelavancefromcontentvalidityperspective.GenerallyUsefulPredictorsFromtheperspectiveoftheaccountingprofession,Honestyandtrustworthinessserveasthemostimportantindicatorsfortheselection.Inaddition,whetherthecandidateshavetheaccountingqualificationcertificateisalsoaveryusefulindicator,tispossibletoanalyzethemfromaspectsofreliabilityandvalidity.Reliabilityisthefeatureofeffectivehumanresourcesselectionwhenscoringaselectionmeasure.Whenwetalkaboutreliability,werefertotheselectionofstudiestomeasurethereliabilityofscoresobtained,consistency,andstability(RobbinsandJudge,2008,p.37).Usually,weexaminetwosetsofmeasurementwhenmeasuringthesamethingthroughthemeasurementsystemtodeterminetherelationshipintermsofreliability.Areliabilitycoefficientisanindicatorofarelationship.Whenwelookatwhatjudgmentsorinferencesaselectionofscoresamongthemeasurementsystemcanmakewhich,then,itinvolvesaquestionofvalidity.Intermsofselection,wewanttoknowaforecastingtoolwithsomeeffectonhowthesubjectoftherelevanceofthesecriterionisofgreatsignificance.HiringStrategyCutoffScoreThecutoffscoredemonstratesthatsomeoneisconsideredtobewellonthattest.Nowadays.peopleattachgreatimportancetoexpertiseexperienceconceningmakingcutoffscores.Expertempiricalmethodcanworkcloselywiththespecificcircumstancesofaparticulartenderforevaluation,sothatevaluationhasastrongrelevance.Expertempiricalmethodpossessesacertaindegreeofscientificnature(Schoenherr,2005,p.92).Accordingtoempiricalmethod,thecutoffscoresofsixcriticalabilitiesshouldbearrangedwithregardofcandidates*actualscores.Theexpertharborstheviewpointthatthefactorsaffectingthecutoffscoresare:itemdifficulty,theoveralllevelofcandidates,thenumberofpeoplewhotakethetest,andthenumberofadmissions.Someotherday,ourgroupinterviewedaseniorchemistwhohasmadeabreakthoughinthefield.Foroverhalfanhour,weinquiredquiteafewquestionsintermsofsystemanalysers.Summarizingresultsoftheinterview,ourgoupfindthatdifferentabilitiesareusedindifferenttask,andthenumberoftaskswhichareinrelationshipwiththecertainabilityisdifferentfromeachother.However,fromthedutiesandtasksofthepositionweavailourselvestodeterminethatfingerdexterityismorefrequentlyusedthananyotherskills.Systemanalysersnotonlyhavetomasterthefundamentalabilitiesofmaintainingandinstallingbutalsobefamiliarwithmanagementtasks,thatistosay,thisjobfeaturesbothspecifictasksandcomprehensivemanagenmentones.SystemanalysershavealotincommonwithmaintainproductionschedulerinChina.Theyarebridgesconnectingbetweenmanagersandfirst-lineworkers.Inadditon,themajoritymissionofsystemanalysersaretroubleshooting,hadlingrevisionsandnewinstallations.Accordingly,theexpertturnsaneyeonskillsoffingerdexterityandmechanicalcomprehension.Theexpertarrangesthekeysk川sbyorderofimportance:first,fingerdexterity;second,mechanicalcomprehension;third,detection;forth,numericalability;fifth,spatialability;sixth,visualpursuit.Forthatreason,itiscrutialtocalculatetheaveragescoreofthe6keyabilities：Keyabilities:82;Mechanicalcomprehension:79;Numericalability:76.4;Spatialability:78;Visualpursuit:79;Detection:78.4.Afercaculatingthevirtualaveragescoresofsixkeyabilities,theexpertsuggeststhatcutoffscoresofsixkeyabilitiesare82offingerdexterity;82ofmechanicalcomprehension;76ofnumericalability;82ofspatialability;76ofvisualpursuit;76ofdetection.CombiningTestScoreItisbettertomakeanewrankinglistaccordingtototalscorefromhigh-rankingintherestofthepeople.Thiswillhelpustoidentifytherestofthecandidates.Ourteamisgoningtouseweightedcompensatorymethod.Everytestacandidatedoesonthisjobisnotequallyimportant.Itisnessesarytoentailmoreweightonkeyskillsthatmakeasgnificantimpactontheirperformance.Thesearethose5-10percentofbehaviorsthatmayaccountforupto70or80percentofeachcandidate'sperformanceastheexpertputit.Consequently,weightsonkeyskillsandcommonskillsare60percentand40percentrespectively.Theexperthasalreadyvertifiedtheconclusionofallocatingweights..FinalDecisionIfwejustgoonwiththeinitialschedulemadebythecommitteejtisobvioustofindtheresultisfarfromsatisfiactory.Thecandidateswillstandoutwhenwesumuptothetotalscores,andtheyareBittner,D,Laukitis,T,andSherman,A.Asitturnsoutthattheyaredistinguishintermsoftotalscores,however,allarenotdowellineverykeyskill.Toillustrate,Bitter,Donlygot62onMechanicalcomprehensiontestwhereasthecutoffscoreofitis82.ThisisthecasewithLaukitis,Twhogot63onnumericalabilitytestwhilethecuoffscoreis76.Therefore,Iharbortheviewpointthatitispossibletobringoutfuturetroubleifwehirethosethreepeople.Accordingly,thereoughtstoshapeafinalconclusionfromtheperspectiveoftheantecedentanalysis.Beofethat,itisessencialtocombinetestscores.Andwearegoningtouseweightedcompensatorymethod.Everytestacandidatedoesonthisjobisnotequallyimportant.Itisnessesarytoentailmoreweightonkeyskillsthatmakeasgnificantimpactontheirperformance.Thesearethose5-10percentofbehaviorsthatmayaccountforupto70or80percentofeachcandidate'sperformanceastheexpertputit.Consequently,weightsonkeyskillsandcommonskillsare60percentand40percentrespectively.Theexperthasalreadyvertifiedtheconclusionofallocatingweights.Forthatreason,itiscrutialtocalculatethefinalscoresofthetwentycandidatesinaccordancewithweightedmethod,thatistosay,60percentofkeyskillswihle40percentofcommonskills.Aftertheweightedcaculation,thenewrankcomesout.Inaddition,theexpertattachesgreatimportancetothekeyskillsandheunderlinesthateachcandidateshouldcoverthecutoffscoreoneverykeyskilltest.Inconsequence,wehavefourcandidateswhoareeligibletobechosen.TheyareSherman,A,Sara,E,Lesko,B.J.andKovach,S.Thetotalweightedscoresofthemare522.4,518.6,514.2and501.2respectively.Apartfromthis,itisimportanttotakequalititiveconditionsintoaccountsuchasgenderandrace.Besides,theexpertbelievethatcandidateswhoholdanadvantageofrelevantworkingexperienceshouldhavepriorityoverothers.Andthecommitteehopedtogainnewbloodfortheredesignedsystemanalyzerpositionandwantedtorecruitexternallywhereasmanagementdeeplycommittedtotheideaofpromotingfromwithin.InordertomoderizetheworkforceandmakeitmorediversifiedtheexpertandwedecidethatSherman,A,Lesko,BJ.andKovach,Sshouldbehired.Duetothefactthatthesethreecandidatesnotonlysatisfytherequiementonscoresbutalsomeettheneedofworkforediversitifation.Theyallbeyondthecutoffscoresofsixkeyskillsrespectively.Sherman,Agotthehighestweightedscoreof522.4andsheisawhitewomanfrominternal.Lesko,B.Jrunafterthechampioinwiththescoreof514.2andheisablackwomanfrominternal,too.Kovach,Sgainedascoreof501.2andheisawhitemanfromexternal.Thiswillnotonlyimproveproductivityandtheworkingeffectivenessbutalsobringaboutsplendidthoughts.Onlyinthisway,canthecompanygetthebestfitresult.ConclusionOvaniaChemicalCorporationisaproducerofPET,whichownscompetitiveadvantageoverothersinthischemicalfield.Aswiththerapiddevelopmentoftechnologies,itisinevitabetomaintainthesame.Dramaticchangesinjobshavecomeintoexistance,especiallyoutstandingthetransformationofsystemanalyzer.Therequiementsforithavebecomemuchmoreextensive,andthethreemenwhocurrentlyholdthepositionwillbeincapableofperformingadequatelyinthenearfuture.Forthesereasons,itisurgedtoemploythreenewpeopleforthejob.lnitially.carryingoutjobanalysisprocess,andmakeoutjobidentificationwhichcontainsjobdescriptionandjobspecification.S