Writting Job Specification

• It specifies the job description. In other words breaking down the job description into piece
• Specifications for Trained vs. Untrained Personnel

  • It’s easy to write for trained applicants since it’s straight forward.
  • It’s more complex when you’re filling jobs with untrained people
  • Must specify qualities such as physical traits, personality, interests, or sensory skills
• Specification Based on Judgement

  • The basic procedure here is to ask, “What does it take in terms of education, intelligence, training, and the like to do this job well?”
  • In any case, use common sense. Don’t ignore the behaviors that may apply to almost any job but that might not normally surface through a job analysis.
• Job Specification Based on Statistical Analysis

  (1) some predictor (human trait such as height, intelligence, or finger dexterity)

  (2) some indicator or criterion of job effectiveness, such as performance as rated by the supervisor.
• This procedure has five steps:

  (1) analyze the job and decide how to measure job performance;

  (2) select personal traits like finger dexterity that you believe should predict performance;

  (3) test candidates for these traits;

  (4) measure these candidates’ subsequent job performance;

  (5) statistically analyze the relationship between the human trait and job performance.
• The Job-Requirements Matrix

  Column 1: Each of the job’s four or five main job duties

  Column 2: The task statements for the main tasks associated with each main job duty

  Column 3: The relative importance of each main job duty

  Column 4: The time spent on each main job duty

  Column 5: The knowledge, skills, ability, and other human characteristics (KSAO) related to each main job duty
• Each matrix invovles task statements
• Task statements - describes what the worker does on each of a main job duty’s separate job tasks and how the worker does it.