1、Human Resources Management the measures were created to apply across settings as much as possible so they tend to concentrate on a small number of omnipresent characteristics Consistency vs. flexibility Very consistent no matter who looks it up, but almost certainly misses specific elements of the j

2、ob as it is defined at your particular organization Cost vs. accuracy Very low cost to the firm, and may be very accurate description of the knowledge skills and abilities to perform the job because of the massive background work Best for Organization that cannot afford to conduct local descriptions

3、 or for very standard jobs.,Getting Information: Observation OTJ,Contamination vs. deficiency Highly deficient. Only captures what you can see, thereby misleading the investigator about cognitive processes underlying performance. Uncontaminated, though. Consistency vs. flexibility Consistent if a pr

4、otocol is established and sufficient behavior is observed to get past low base rates for some actions. Because inferences are not made, it is not very flexible. Cost vs. accuracy May be quite costly to engage in long-term observations, while shorter term observations are likely to be more expensive.

5、 Best for Manual labor jobs or those which have mostly physical tasks involved,Getting Information: Interviews w/ Job Incumbents/Supervisors,Contamination vs. deficiency May be contaminated because people are trying to talk up their positions for supervision. Too much information if people feel like

6、 “venting” Consistency vs. flexibility Very inconsistent in application, but supremely flexible Cost vs. accuracy Costly to have people who can go through all this information and make sense of it. High variable costs. Takes time to evaluate and compare jobs during the compensation process Best for

7、Highly idiosyncratic jobs or in organizations/divisions with few individuals.,Getting Information: Task Questionnaires,Task questionnaire (Do you do _? How often _?) Contamination vs. deficiency Depends on how honest respondents are, and if questions prompt them to “over-describe” how difficult thei

8、r jobs are Consistency vs. flexibility Very consistent, totally inflexible unless comments are allowed (at which point it starts to become more like the diary or interview method) Cost vs. accuracy High fixed cost to establish the system, but low variable costs. Accuracy depends on how well the job

9、fits what is in the database Best for Very large firms with multiple jobs that are very standard,Trends for “Jobs”,“Jobs” are disappearing, usually replaced by “Roles” As organizations restructured in the 80s and 90s and became flatter, traditional jobs were given broader roles Recent terms “Free Ag

10、ent” sell skills and attitudes to highest bidder “Employability” having the skills and attitudes that an ER needs at the moment,“Career Guide for 21xt Century Worker” William Bridges, JobShift,I was used to working in the corporate environment and giving my total loyalty to the company. I feel like

11、Rip van Winkle. You wake up and the world is all changed. The message from industry is, “We dont want your loyalty. We want your work.” What happened to the (American) dream? Former Chicago advertising executive, now working as a temp for $10 per hour Our employees look at change and learning as job security. Harry Quadracci, CEO of Quad/Graphics,Terms to Know Sessions 1 & 2,Inter-rater reliability Qualitative data Quantitative data Career Job Subject matter expert (SMEs) Job analysis Job description Age Discrimination in Employment Act Title VII,Americans with D