O Net Integration

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

A selection plan is developed to bring together what the job is and the actual predictors for the selection. We take the KSAOs listed and assess what predictors will be used to perform the job. The selection plan for a

I have examined task, tools and technology, knowledge, skills, ability, work activities and work context, interested code, work style and work values for job : 35-2014.00 –Cook and Restaurant, 21-1012.00 –Educational Guidance, School and Vocational Counselors; 27-2022.00-Coaches and Scouts. After reviewing the O.Net results, I will report my talents and lack of desire to do those occupations now, and aspiration to accomplish these positions.

Other challenges include determining best predictor and criterion variables like criterion for assessing job performance and what to include when providing an operational definition. Finding and opting for the right instruments is another dilemma as sometimes instruments selected were not developed for the purpose for which they are applied e.g: MMPI used as a personality test in IO settings is questioned as it was primarily developed to assess psychopathology. Even computerized tests currently in use also have their possible sets of pros and cons leading to unique demands that need to be

Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1-26.

Peck uses the history of human resources to suggest that today 's data analysis methods are simply an advanced version of the way employment was done after World War II, which first utilized intelligence and personality tests. Companies used these tests to quickly find talented and creative employees, the same reason that people analytics is being used for today. Providing the foundation of people analytics not only supports his argument by proving that the idea has worked brilliantly in the past and will work in the future, but also discredits opposing views.

These assessments facilitate dramatically the hiring process by identifying the thinking styles, occupational interests and behavioral traits and allow the visualization of the “total person”. To complete the assessment process behavior tendencies play an important role in increasing individual productivity by identifying personal accommodation , assertiveness, attitudes, energy level, independence, objective judgment, sociability, manageability and decisiveness.

When the OPQ32 was given to applicants a composite score on behavioural flexibility, conscientiousness, extroversion, and openness to new experiences was formulated. Only behavioural flexibility scores were included in the selection process (as it is a specified competency) raw score information on the other score composites was stored in the applicant files. Applicant scores on conscientiousness, extroversion, and openness to new experiences is correlated to trainability, r=.22, r=.26 and r=.25 respectively (Barrick and Mount, 1991). Thus, this raw score data (for applications that meet the new cut-off) will then be computed into Sten Scores through the processes outlined above. Employees with high levels of these personality traits are more likely to be successfully trained in HR and clerical

For this assignment I will be conducting a job analyze for a plumbers position. I will be also making a selection protocol to recruit the right employee. In order to do a job analysis the methods that I will use will be the methods job components inventory, and position analysis questionnaire. Then compare it to the O*NET Online. Then I will construct an applicant selection protocol.

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)

The role of the Myers & Briggs instrument is to help choose careers and help manage career changes at every step in life ( Myers & Briggs Foundation, 2010). This activity helped to identify the various personality styles within the team and techniques that would need to be implemented by the CNO through individual and group interactions.

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

Selection is a key responsibility for all manager and supervisors involved, rather directly or indirectly, in the hiring process of an organization. Selecting and hiring the wrong candidate can become costly to an organization. Therefore, the selection process should be handled with tedious care and precision to ensure to hire the employees right for the job. Potential candidates should be hired based on their skills, and knowledge relevant to the job. For instance, to ensure suitable hiring for vacant positions, the job description should meticulously be designed to properly reveal the skills necessary and required to perform the job specifically. Using a data-driven selection or hiring approach helps in increasing or enhancing the suitability of the hiring decisions made in companies or organizations. When the selection is based on the data obtained, it ensures that the success rate will be high because the potential candidate has been selected based on precise data, resulting in the likelihood of high performance. However, following a data-driven approach a company’s focus is on the required and mandatory skills and competencies required to perform a particular job.

Overview. Imagine you are an I/O psychologist hired by Organization X to help them create a selection system for hiring pilots to fly commercial planes.