HUMAN

RESOURCE
MANAGEMENT

SUBMITTED BY; SUBMITTED TO:

OMER ABDULLAH ZAHID: 01-111172-081 SIR NASIR MEHMOOD
Human Resource Management Individual Assignment #1 Total Assignment #3

QUESTIONS:

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

QUESTION #2: Do you think the abilities chosen for selections are content valid? What other kinds of
predictors might be generally useful for employee selection?

QUESTION #3: What reasons did the selection committee have for selecting only those factors which
could not be acquired through a two-year training program?

QUESTION #4: Should the concern for women getting down into the dirty treatment tanks have been a
selection issue? How might you include this factor in a selection battery?

QUESTION #5: For the abilities termed “critical,” what score should someone receive in order to be
considered scoring “well” on that test? How should the test scores be combined (e.g., compensatory,
multiple hurdle, combination)?

QUESTION #6: Which three candidates seem most qualified? What are your reservations, if any, about
this recommendation?

QUESTION #7: Would this test battery and selection procedure be defensible in court?
Human Resource Management Individual Assignment #1 Total Assignment #3

ANSWERS:

QUESTION #1: Job analysis is the identification of a list of specific tasks, roles and responsibilities
associated with the job description of the job at hand. Preforming a job analysis for a job which does not
exist yet could include a number of points including;

 Identify the nature of the Job and specific requirements needed to be acquired by the candidates.
 List out the various outcomes of the new position.
 Specific tasks for all the outcomes should be listed.
 The company should have a clear idea of how the job should be developed to meet the
organization’s needs.

QUESTION #2: According to my observation, yes the list of abilities mentioned in the article is valid
since they match the skills required to perform the job after a two-year development. The other
requirements might be adaptability to the changing environment and development in technology within
the organization.

QUESTION #3: The organization was ready to employ candidates with a set of specific skills which
could be developed by a two-year learning program, since the company did not want the employees
immediately and the position was not yet to be filled, the organization had time to help their candidates
develop the required skills for the job at hand.

QUESTION #4: Yes, women getting down into the dirty treatment tanks would be an issue for the
organization. The higher ups feel that the women would not feel comfortable while doing such a job.
Such a concern could be dealt with properly by asking the candidates who applied for the job beforehand
if they wouldn’t mind doing such a job.

QUESTION #5: For attributes termed as “critical” the candidate should score above 70 points to be
considered for the job. In my opinion the company should use a multiple hurdle method, this way the
company can screen out candidates who can perform this job to the fullest. By other methods the
candidate could be excellent in some areas and average in others and still get selected. This way the right
person for the job could be ignored.
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QUESTION #6: According to my observations Buffett J. . Lesko B. J. and Sherman A. are the best
candidates for the position.

Their total scores and their scores in the critical areas of the tests reach the minimum requirements needed
for the position. Also them being internal employees might be a factor in the decision.

QUESTION #7: Yes, the company’s decision can be defensible in court. The candidates are chosen on
the basis of their scores in the test.