Job Analysis and Assessment for Candidate Selection
Recognizing that individual knowledge, skills, and abilities (KSAs) differ, it is important for employers to use them to identify candidates that best fit open jobs within an organization. Job Analysis is used to determine KSAs that can in turn be used as criteria in a selection process and subsequent staff for a given position.
For this Discussion, consider a job that you have held, currently hold, or with which you are familiar. What are the crucial knowledge, skills, and abilities (KSAs) that someone in this role must possess to be successful in this position? How would you rank these KSAs in order from most to least important? How might you assess candidates for this role if you were the hiring manager? As you think about how you would answer these questions, keep in mind what you’ve learned this week about the role of assessments in I/O psychology, how they are used, and why they are important.
Resources
Be sure to review the Learning Resources before completing this activity. Click the weekly resources link to access the resources.
WEEKLY RESOURCES
Required Readings
Job Analysis and Selection
· Beier, M., Young, C., & Villado, A. (2018). Job knowledge: its definition, development, and measurement. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.), The SAGE handbook of industrial, work, and organizational psychology Links to an external site. (2nd ed., Vol. 1, pp. 279-298). London, UK: SAGE Publications, Ltd.
·
· Note: Chapter 10
· Time Estimate: 60 minutes
· Viswesvaran, C., & Ones, D. (2018). Non-test methods and techniques used in employee selection. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.), The SAGE handbook of industrial, work, and organizational psychology Links to an external site. (2nd ed., Vol. 1, pp. 451-473). London, UK: SAGE Publications, Ltd.
· Note: Chapter 15
· Time Estimate: 60 minutes
· Schmidt, N. (2014). Personality and cognitive ability as predictors of effective performance at work. Annual Review of Organizational Psychology and Organizational BehaviorLinks to an external site. , 1(1), 45–65.
· Time Estimate: 60 minutes
Talent Management
· Cappelli, P., & Keller, J. K. (2014). Talent management: Conceptual approaches and practical challenges. Annual Review of Organizational Psychology and Organizational BehaviorLinks to an external site. , 1(1), 305–331.
· Time Estimate: 60 minutes
· Meyers, M., & Paauwe, J. (2018). Talent management. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.), The SAGE handbook of industrial, work, and organizational psychology Links to an external site. (2nd ed., Vol. 3, pp. 517-544). London, UK: SAGE Publications, Ltd.
· Note: Chapter 23
· Time Estimate: 60 minutes
· McKinsey & Company. (2024, April 15). Increasing your return on talent: The moves and metrics that matter Links to an external site. . https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/increasing-your-return-on-talent-the-moves-and-metrics-that-matter
· Time Estimate: 15 minutes
Required Media
· Walden University, LLC. (2019). Talent management plan: Webbutik Links to an external site. [CDN media file]. Walden University Blackboard. https://waldenu.instructure.com
· Welcome To Webbutik
· Scroll down for your instructions Instructions and more information.
About images
Webbutik is an online retailer specializing in women’s and men’s apparel and shoes.
Webbutik is an online retailer specializing in women’s and men’s apparel and shoes. Webbutik’s leadership have decided to invest resources to improve the online retail experience for customers in order to stay competitive in the online retail marketplace. Before leaders can invest necessary resources into fixing the company website, they have to address the immediate problem of poor customer service and the impending mass exodus of customer service reps before the holiday season.
The leaders decide to hire a consultant (YOU) to develop a Talent Management Plan for customer service representatives and customer service managers. The Talent Management Plan would detail strategies and approaches to address the following goals:
· Identification and selection of external job candidates for the customer service representative position
· Identification of internal customer service representatives who are high performers and could be developed for managerial positions
· Onboarding new hires
· Training and developing existing customer service representatives
· Improving recruitment and retention of customer service representatives
Note: The approximate length of this media piece is 20 minutes.
To prepare for this Discussion:
· Read Chapters 10 and 15 in The SAGE Handbook and the article, “Personality and Cognitive Ability as Predictors of Effective Performance at Work.” Pay particular attention to the definitions and examples of KSAs, the types of assessments that may be used in the candidate-selection process, and the strengths and limitations of each.
· Based on the Learning Resources you reviewed, consider the role of assessments in I/O psychology.
· Next, identify three of the most important KSAs for a job you have held, currently hold, or one with which you are familiar. Based on the KSAs you identified, consider the combination of assessments you would use to select the best candidate for the job.
INSTRUCTIONS: Post a response to the following:
· Briefly explain in two to three sentences the role of assessments in I/O Psychology, how they are used, and why they are important.
· Describe the job position (including the industry) you selected and provide a list of the three most important KSAs.
· Describe how you would assess potential employees for these KSAs if you were the hiring manager. Assessments could include using interviews, resumes, and personality tests.
· Finally, explain how the assessments you identified would be used in concert to select candidates that best fit the position, and why.
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