The Job-Analysis Procedures - Assignment Example

It is important to align the process with the new uniform guidelines to fit the results of the job analysis. The documentation in the selection process is critical if it ever came to defending the selection procedures in court and hence adverse evaluation should be included.
Which type of evaluation would you use? Why? What are the differences between the content and criterion-related validity studies?
I would use the content validity strategy because it is cheaper and relates to the jobs given to the various individuals in the selection process. The difference between criterion-related validity strategy and content validity strategy is that in criterion-related strategy, there is a comparison of the interview scores and one's success in training while in content validity strategy the evaluation is on the job to be done by the individual.
Evaluate the job-analysis procedures used in this case. Is it necessary to do such a thorough analysis?
The critical incident technique used is effective in job analysis as the reports obtained help to distinguish between successful and unsuccessful work performance. The miniature training and evaluation test agreed upon is an effective procedure in that it is job-related and a good way of assessing the first three KSAOs. It is also necessary to do a thorough analysis for the best results in the performance of various jobs.
If you are doing a criterion-related validity study, should your criterion be successful in training or on-the-job performance?
My criterion will be on-the-job performance as this will portray the skills and the capability of the individual in terms of effectiveness in the different tasks during the first year in the job.