《Job Analysis and Hiring Decision》.docVIP

Job Analysis and Hiring Decision Table of Contents Introduction 2 1.Job Analysis 2 1.1 analysing the position 2 1.2 Organizing Expertise 2 1.3 collecting information 2 1.4 Identifying differenciations 3 1.5 Shaping job analysis report 3 2. Selecting Predictions 4 2.1 Content Validity of Chosen Abilities 4 2.2 Generally Useful Predictors 6 3 Hiring Strategy 6 3.1 Cutoff Score 6 3.2 Combining Test Score 7 4.Final Decision 8 Conclusion 10 References 11 Introduction Ovania Chemical Corporation is a producer of PET,and now it need to hire three people for the changed job of system analyzer. The essay has been divided into five parts:Initially,carrying out job analysis process,and make out job identification which contains job description and job specification.Secondly, selecting predictors, determine the content-validity.Thirdly, coming up with hiring decision. In the end , claiming the final decision, as well as making a conclusion. 1.Job Analysis 1.1 analysing the position Because chemical production involves highly integrated process technologies,and the requirements for the system analyzer job have become much more extensive. Our selection committee have created a relatively accurate depiction of those requirements for the position.and is shown in Figure 1. And a set of personal qualities requred for candidates are displayed in Figure 2 , which including six critical abilities.identify current tasks and predictors of KSAs. 1.2 Organizing Expertise Somebody who knows the job as the back of his hand ,such as managers,chemists of PET field, to discuss how alters in the future will influent the job. Firstly, along with the growth of technologies,the plant has become more automated,and the company need someone who can monitor all of the individual components simultaneously. That is to say, more knowledge are required. Inviting those management who have the analogous position with the predicted job. If it is necessary to use new equipment, so the technological representat