Reference no: EM133043141

Develop a Selection Measure Timeline and Job Analysis Interview Schedule for use with an incumbent.

Ms. Cold would like to know that a timeline is established for constructing the new selection measures. She was also grappling with the idea of what interview method to use. She thought the job analysis interview would be a good tool since it would consist of a trained analyst asking questions about the duties and responsibilities, KSAs required, and conditions of employment for servers.

1. Compose a memo using the six (6) steps for developing selection measures outlined in your book. Develop a timeline for creating a new selection measure. For example, when would your new selection measure be ready for use if you were to begin today?  Be realistic in your time estimates and provide a rationale for them.
2. Develop a Job Analysis Interview for a server. The document should include the following components:
   • Important Job Tasks
   • Knowledge, Skills, and Abilities Required
   • Physical Activities
   • Environmental Conditions
   • Typical Work Incidents
   • Source of Job Information
   • Supervisory Responsibilities
   • Any other elements

Put together an intra-office memorandum to the Human Resource Director in which you address each step in the selection measure. Your memo:

1. Must be formatted using the elements of an inter-office memorandum: the Heading, which will include To: (who it will be addressing, From: (the message will be written by you), Date: (date in which the memorandum is written), and the Re:  (what the memorandum is in regards to).
2. You will also prepare the Job Analysis Interview for review by the Human Resource Director.

• Discuss the role of HR measurement in selection decision-making.
• Analyze the fundamentals of measurement.
• Understand how to choose and construct new selection measures.
• Identify the role of job analysis.
• Examine the legal issues in job analysis.
• Evaluate the federal guidelines on employee selection.
• Identify the various techniques used in collecting job information.
• Determine employee specifications through the identification of KSAs and other personal characteristics from job analysis data.