UNIT 2

PRESENTED BY,
SAHANA R M
(18MBA41)
AUTOMATED EXPERT SYSTEM
• Expert systems, in research discipline of Artificial Intelligence (AI), is a
computer systems that emulates the cognitive skills of human experts
to guide users thorough complex decision-making processes.
• Expert systems could be as simple as creating a selection-aid tool for
users to make the most appropriate selection, such as choosing a digital
camera based on technical features, price, user expertise level, etc.
• Moreover, it can get as complex as requiring to be developed by a
professional team and can include evaluation of possible different
solutions with varying level of confidence. These more complex systems
are widely used in medical diagnostic applications and customer service
relations.
• Expert systems might contain large amount of information, which
could be extended and/or updated in time as more data or
information become available.
• However, due to expert systems being created by rules and facts, it
does not learn from mistakes, and therefore user feedback and an
ongoing development process is needed.
THE APPLICATIONS OF EXPERT SYSTEMS
• Diagnosis and Troubleshooting of Devices and Systems of All Kinds
• Planning and Scheduling
• Financial Decision Making
• Design and Manufacturing
 JOB TASK ANALYSIS
• The Job Task Analysis (JTA) is the most widely accepted and nationally used
process for determining valid job content and employment requirements
It is used to: ♦ Construct accurate and valid Job Descriptions.
♦ Define valid and defensible position duties and responsibilities.
♦ Systematic identification of the fundamental elements of a job,
and examination of knowledge and skills required for the
job's performance
• This information is used in human resource management for developing
institutional objectives, training programs, and evaluation tools.
There are numerous types of task analysis but among the most common
techniques are:
• Cognitive Task Analysis is centered on understanding endeavours that require
judgment, memory, focus and decision-making and problem-solving.
• Hierarchical Task Analysis is concentrated on decomposing a high-level job
subtasks.
• Though there are several methods of collecting job analysis information yet
choosing the one or a combination of more than one method depends upon
the needs and requirements of organization and the objectives of the job
analysis process.
• Typically, all the methods focus on collecting the basic job-related information
but when used in combination may bring out the hidden or overlooked
information and prove to be great tools for creating a perfect job-candidate
fit.
• Selecting an appropriate job analysis method depends on the structure of
the organization, hierarchical levels, nature of job and responsibilities and
duties involved in it.
• So, before executing any method, all advantages and disadvantages should
be analyzed because the data collected through this process serves a great
deal and helps organizations cope with current market trends,
organizational changes, high attrition rate and many other day-to-day
problems.
JobAnalysisMethods
Observation Method: A job analyst observes an employee and records all
his performed and non-performed task, fulfilled and un-fulfilled
responsibilities and duties, methods, ways and skills used by him or her to
perform various duties and his or her mental or emotional ability to handle
challenges and risks. However, it seems one of the easiest methods to
analyse a specific job but truth is that it is the most difficult one.
• It is due to the fact that every person has his own way of observing
things. Different people think different and interpret the findings in
different ways.
• Therefore, the process may involve personal biasness or likes and
dislikes and may not produce genuine results. This error can be
avoided by proper training of job analyst or whoever will be
conducting the job analysis process.
• This particular method includes three techniques: direct observation,
Work Methods Analysis and Critical Incident Technique. The first
method includes direct observation and recording of behaviour of an
employee in different situations. The second involves the study of
time and motion and is specially used for assembly-line or factory
workers. The third one is about identifying the work behaviours that
result in performance
 Interview Method: In this method, an employee is interviewed so that bit
helps the interviewer know what exactly an employee thinks about his or
her own job and responsibilities involved in it.
• In order to generate honest and true feedback or collect genuine data,
questions asked during the interview should be carefully decided.
• And to avoid errors, it is always good to interview more than one
individual to get a pool of responses. Then it can be generalized and used
for the whole group.
Questionnaire Method: Another commonly used job analysis method is
getting the questionnaires filled from employees, their superiors and
managers.
• However, this method also suffers from personal biasness. A great care
should be takes while framing questions for different grades of
employees.
• If it is not done properly, it will be a sheer wastage of time, money
and human resources.
These are some of the most common methods of job analysis.
However, there are several other specialized methods including task
inventory, job element method, competency profiling, technical
conference, threshold traits analysis system and a combination of
these methods.
• While choosing a method, HR managers need to consider time, cost
and human efforts included in conducting the process.
Advantages of Job Analysis
• Provides First Hand Job-Related
Information
• Helps in Creating Right Job-
Employee Fit
• Helps in Establishing Effective Hiring
Practices
• Guides through Performance
Evaluation and Appraisal Processes
• Helps in Analysing Training &
Development needs
• Helps in Deciding Compensation
Package for a Specific Job
Disadvantages of Job Analysis
• Time Consuming
• Involves Personal Biasness
• Source of Data is Extremely
Small
• Involves Lots of Human Efforts
• Job Analyst May Not Possess
Appropriate Skills
• Mental Abilities Can not be
Directly Observed
Behavioural Event Interview
• Behavioral Event Interviewing (BEI) is a technique that asks the
candidate to describe a situation or an experience they had in a
previous job. Responses may not be as polished as the traditional
type of question because they cannot be rehearsed ahead of time
(or)
• Behavioural Event Interview (BEI) is a structured form
of interview designed typically for selection of candidates for a job.
The technique is based on the assumption that to predict
future behaviour can be best based on knowledge of past Behaviour.
• Behavioural interviewing is based on the assumption that
past behaviour is the best predictor of future behaviour.
• Before entering into any job interview -behavioural or otherwise - an
interviewer must identify what skills and competencies are required
to perform this role.
These questions can be:
• How did you deal in your past job with this situation…?
• Describe a situation when you…
• Describe a difficult problem that you tried to solve..