job analysis & design ch 6
TRANSCRIPT
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Job Analysis & Design
(JAD)Lecture
Chapter 6
Job Analysis and the Law
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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 actregulate employers in term
of hiring, promoting, paying, and otherwisetreating employees
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EEO --- DEFINITION
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.
zahid
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EEO--- PAKISTANI PERSPECTIVE
Factors influencing EEO
Social Taboos
Religious Constraints Muslim Family Laws
Women Rights Movement
Islamic Sharia Court
Hadood Ordinance
Women Protection Bill
Labour Policieszahid
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Employment Discrimination Laws Equal Pay Act
The act requiring equal pay for equal work, regardless of
sex.
Age Discrimination in Employment Act (ADEA)
The act prohibiting arbitrary age discrimination and
specifically protecting individuals over 40 years old.
Vocational Rehabilitation Act The act requiring certain federal contractors to take
affirmative action for disabled persons.
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Adverse - Disparate Impact Adverse impact
The overall impact of employer practices that
result in significantly higher percentages ofmembers 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
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Affirmative action Affirmative action
Steps that are taken for the purpose of eliminating
the present effects of past discrimination
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Federal Agency Guidelines
Uniform Guidelines
Guidelines issued by federal agencies charged with
ensuring compliance with equal employment federallegislation explaining recommended employer
procedures in detail.
The EEOC(Equal Employment Opportunity
Commission), Office of Federal Contract CompliancePrograms (OFCCP), Civil Service Commission,
Department of Labor, and Department of Justice
together have uniform guidelines for employers to
use. zahid
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Basic Testing ConceptsA test is basically a sample of a persons behavior, it has to be
reliable and valid.
Reliability
The consistency of scores obtained by the same personwhen retested with the identical or equivalent tests.
Are the test results stable over time? (which creates degree of faith)
Test validity
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?
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Types of ValidityTest 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?
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Key Elements for Successful
Predictors
612
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Validity study results
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Guidelinesfor personnel selection towithstand legal scrutiny
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Guidelines - whether a function is
essential
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