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All Rights ReservedLearning Objective 4.5: Explain How to Write a Job Specification Copyright © 2020 Pearson Education Ltd. All Rights Reserved
Writing Job Specifications
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“What human traits and experience are required to do this job effectively?”
•
Shows what kind of person to recruit and what qualities you should test that person for
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Specifications for Trained Versus Untrained Personnel•
Trained/experienced people
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Length of service
–
Quality
of relevant training–
Previous job performance
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Untrained people
–
Specify qualities
Writing job specifications for trained and experienced employees is relatively straightforward. Here job specifications tend to focus on factors such as length of previous service,
quality of relevant training, and previous job performance. The problems are more complex when you’re filling jobs with untrained people (with the intention of training them on the job. Here you must specify qualities such as physical traits, personality, interests, or sensory skills that imply some potential for performing the job or for trainability.
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Specifications Based on Judgment•
Educated guesses
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“What does it take in terms of education, intelligence, training, and the like to do this job well?”
•
Use commonsense Most job specifications simply reflect the educated guesses of people like supervisors and human resource managers. The
basic procedure here is to ask, What does it take in terms of education, intelligence, training, and the like to do this job well How does one make such educated guesses You could simply review the job’s duties, and deduce from those what human traits and skills the job requires.
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Job Specifications Based on Statistical Analysis•
Predictor
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Criterion
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Five Step Procedure
The aim is to determine statistically the relationship between some predictor (human trait such as height, intelligence, or finger dexterity)
some indicator or
criterion of job effectiveness, such as performance as rated by the supervisor.
The basic procedure is predictive validation) analyze the job and decide how to measure job performance,
(2) select personal traits like finger dexterity that you believe should predict performance,
(3) test candidates for these traits,
(4) measure these candidates
subsequent job performance, and
(5) statistically analyze the relationship between the human trait (finger dexterity) and job performance. Your aim is to determine whether the trait predicts performance.
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Chapter 4 Review
What you should now know….
