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Job Analysis & Design (JAD)


Chapter 6

Job Analysis and the Law

Job Analysis and the Law

Job analysis forms the basis for most human resources approaches to employment practice. Legal battles - Lot many lawsuits and court cases EEO, Equal pay, civil rights, Age discrimination & Rehabilitation act regulate employers in term of hiring, promoting, paying, and otherwise treating employees


Women are equal to men in all respects except -------------------------------------. While seeking jobs there should be total absence of all types of discriminations, i.e., religion, race, sex, national origin or age. An employer cannot discriminate on the basis of race, color, religion, sex, or national origin with respect to employment.


Factors influencing EEO

Social Taboos Religious Constraints Muslim Family Laws Women Rights Movement Islamic Sharia Court Hadood Ordinance Women Protection Bill Labour Policies

Employment Discrimination Laws

Equal Pay Act

The act requiring equal pay for equal work, regardless of sex. The act prohibiting arbitrary age discrimination and specifically protecting individuals over 40 years old.

Age Discrimination in Employment Act (ADEA)

Vocational Rehabilitation Act

The act requiring certain federal contractors to take affirmative action for disabled persons.

Adverse - Disparate Impact

Adverse impact

The overall impact of employer practices that result in significantly higher percentages of members of minorities and other protected groups being rejected for employment or promotion.

Disparate impact

Deliberately treat someone differently just because of factors such as race or gender

Affirmative action

Affirmative action

Steps that are taken for the purpose of eliminating the present effects of past discrimination


Federal Agency Guidelines

Uniform Guidelines

Guidelines issued by federal agencies charged with ensuring compliance with equal employment federal legislation explaining recommended employer procedures in detail. The EEOC(Equal Employment Opportunity Commission), Office of Federal Contract Compliance Programs (OFCCP), Civil Service Commission, Department of Labor, and Department of Justice together have uniform guidelines for employers to use.

Basic Testing Concepts

A test is basically a sample of a persons behavior, it has to be reliable and valid.


The consistency of scores obtained by the same person when retested with the identical or equivalent tests. Are the test results stable over time? (which creates degree of faith) The accuracy with which a test, interview, and so on measures what it purports to measure or fulfills the function it was designed to fill. Does the test actually measure what we need for it to measure?

Test validity

Types of Validity
Test validity answers the question, Does this test measure what its supposed to measure? Criterion validity

A type of validity based on showing that scores on the test (predictors) are related to job performance (criterion).

Are test scores in this class related to students knowledge of JAD?

Content validity

A test that is content valid is one that contains a fair sample of the tasks and skills actually needed for the job in question.

Do the test questions in this course relate to JAD? Is taking an JAD course the same as doing JAD?

Key Elements for Successful Predictors


Validity study results

Guidelines for personnel selection to withstand legal scrutiny

Guidelines - whether a function is essential