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1. How would you go about conducting a job analysis for a job that does not yet exist?

I would start by taking all the opinions of the experts like the managers and supervisors and
then assemble them in a workshop in order to have an understanding about how future issues
would be likely to affect the job. The knowledgeable individuals would be consulted for the
expected job changes in future. The KSAs which they have at present vs the future job
changes would be identified. The various tasks and KSAs that have the greatest changes
would be isolated.
2.What reasons did the selection committee have for selecting only those factors that
could not be acquired in a two-year training program?
As there was a two-year lead time before the position will be put in place, there will be that
much time in order to train the selected employees and prepare these employees for the
position. Hence, any kind of knowledge or skills which can be easily acquired or trained
during a two-year lead time was not a part of the selection committees factors. Nevertheless,
if the management would feel that it will be a problem for female candidates, they can then
inform them about the problems and then ask them to sign off.
3: Should the concern for women getting down into the dirty treatment tanks have been
a selection issue?
The concern fort women getting into dirty treatment tanks should not be a selection issue.
The question of whether or not a woman would get "dirty" must not make any difference
about how she carries out her job duties. In the event that she is able to do the job very well
and she is also willing to go a step further in order to get "dirty", she must be given credit for
it, especially if she is very professional and is able to outdo her male counterparts.
4: Would this test battery and selection procedure be defensible in court?
It is likely that the test battery and selection procedure would be defensible in court. This is
mainly because the candidates who are selected are based on their scores on this predetermined test battery. In addition, the company makes sure that it includes females and
minorities in the process of selection and the aim is to prevent any kind of biased toward
women or minorities.

1. How would you go about conducting a job analysis for a job that does not yet exist?
It would typically require a future-oriented approach and this kind of approach must be able
to take into account the various needs of the organization when they are restructuring the job.
There must be an identification of the various skills, knowledge, skills, and abilities that are
required for the job. More specifically, those which satisfy the various organizational
requirements. Steps must be taken in order to assemble the experts for this job, such as the
managers, supervisors, in order to find out how future issues would have an effect on the job.
There must be consultation with individuals that are knowledgeable about the expected future
job changes and to look at their skills, knowledge and abilities. Steps must be taken in order
to isolate the tasks, abilities, knowledge and skills which have the greatest changes.
2.What reasons did the selection committee have for selecting only those factors that
could not be acquired in a two-year training program?
Because of the two-year lead time before the job position is available, there will only be that
amount of time to train the selected employees and also to equip them with skills and
competencies for the job position. Therefore, any sort of skills or knowledge that could be
obtained easily during training in the two-year period was not part of the selection
committees factors. However, in the event the management felt that it is an issue for women
candidates, they can then notify them about the problem.
3: Should the concern for women getting down into the dirty treatment tanks have been
a selection issue?
This must not be a selection issue and the fact is that a woman can get down in the dirty
treatment tanks just like men. To make this a selection issue would not be very fair to women
because they are just as capable as men to do such work. Hence, this kind of thing must not
be made a selection issue at all. Just because it involves manual labour that could result in the
women becoming dirty does not justify it being a selection issue. Females must be allowed to
embrace this job position and they must be evaluated just like males. It is the decision of the
females about whether they want to do such work or not. They should be informed that this
job involves such work and if they do not mind, then they should be given an equal chance of
being selected to that particular job position.

4: Would this test battery and selection procedure be defensible in court?


Yes, the test battery and selection procedure would be defensible in court. This is mainly
because of the way the company went about collecting the information. It is found that the
company had tried to cover all the bases when it came to matters relating to the process. The
candidates had gone through a very extensive testing which consisted of, but was not limited
to duties, job specifications and knowledge, and also aptitude tests. Besides that, there was
also a very reasonable time frame that are associated with this process.

1: How would you go about conducting a job analysis for a job that does not yet exist?
I would develop job specifications which are able to fit very well with the job position. On
the basis of the data that is received about the existing position and candidates, there will be
an evaluation of the pre-employment test scores, interviews for the same kind of positions,
also the submissions of resumes. In essence, there must be a number of steps taken in order to
complete a functional job analysis. This is mainly because it would involve use of inventory
of the various kinds of work activities that constitute any type of job. After that, if possible, a
position analysis questionnaire must be completed. After that, a critical incident method must
be carried in order to identify critical job tasks. A task inventory analysis must then be
completed. After that, a competency-based analysis must be completed. Finally, a humanresources-information and web-based job analysis must be completed by using software
programs. All these methods can be used to bring about the best possible analysis for the job
which

does

not

exist

yet.

2.What reasons did the selection committee have for selecting only those factors that
could not be acquired in a two-year training program?
There was a two-year lead time before the job position was made available. It means that
there would only be two years to train the chosen employees and to enable them to have the
sort of competencies and skills for the job. Hence, any kind of knowledge, skills and
competencies which can be acquired during the process of training within this 2-year period
would not be made a part of the main factors set out by the selection committee.
Nevertheless, if the management is of the opinion that this is a problem for the female
candidates, they can notify them about the problems.
3: Should the concern for women getting down into the dirty treatment tanks have been
a selection issue?
No. the fact is that a female could get just as dirty as a male. These kinds of statements are
quite bias toward women and they do not have any place in a job recruitment list. The mere
act of getting dirty is not something which should deter an employer from allowing a female
accept the job position. In the event that a job position would require some kind of manual
labour that a female cannot do, then it can be addressed by consulting with the employee and

finding a good solution. However, such an issue must not be of much concern to the
committee especially when it comes to selection.
4: Would this test battery and selection procedure be defensible in court?
It is believed that such a test battery and selection procedure is defensible in court. The reason
for this is due to how the company was collecting the information. It seems that the company
were covering up many things relating to the process. It appears that all the candidates were
subjected to a very extensive process of analysis and testing which involved things like
duties, knowledge, job related specifications and a variety of aptitude tests. The process also
took place within a reasonable time span.