I will utilize the Fleishman Job Analysis Survey (F-JAS) to conduct a job analysis for a phlebotomist because this job analysis instrument provides 73 knowledge and skill abilities in just 5 categories. It establishes the knowledge, skills, and abilities (KSAs) needed to accomplish a broad scope of jobs and tasks. According to Cascio & Aguinis (2011), F-JAS is intended to define jobs in a wide variety of tasks, but in only a few ability categories. The categories are cognitive abilities, psychomotor abilities, physical abilities, sensory/perceptual abilities, and social/interpersonal abilities. Jobs and tasks can be distinguished by the skills and abilities need to perform them, and the subject matter experts (SMEs) can use this technique
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One advantage of an employee referral is that employees referred by high-achieving employees tend to be of higher quality employees as well (Cascio & Aguinis, 2011). Current employees understand the organization’s culture, strategy, mission and values and are likely to refer individuals who are a good match. They know what is needed to be successful on the job and are good judges in determining if people in their network are compatible to the job and the organization. Another strength is that in order to protect their reputation, many current employees will only refer individuals they trust are qualified for the job. Another plus is that referral programs help organizations save costs because search firms and advertisements cost more (Kreissl, …show more content…
According to the article Predicting professional preferences for intuition-based hiring, “Our society benefits when we make full use of our technologies for making good hiring decisions and preventing unfair discrimination. Poor hiring decisions not only negatively impact organizational performance, but also employment opportunities for individuals specifically, and society more generally” (Lodato, Highhouse, & Brooks, 2011). Human interaction will occur daily on the job, and it is important to select employees with personality traits that will match with the organization’s culture, strategy and personalities of other employees. These factors can be effectively measured using objective personality measurement tools that are fair, unbiased, and
One advantage of an employee referral is that employees referred by high-achieving employees tend to be of higher quality employees as well (Cascio & Aguinis, 2011). Current employees understand the organization’s culture, strategy, mission and values and are likely to refer individuals who are a good match. They know what is needed to be successful on the job and are good judges in determining if people in their network are compatible to the job and the organization. Another strength is that in order to protect their reputation, many current employees will only refer individuals they trust are qualified for the job. Another plus is that referral programs help organizations save costs because search firms and advertisements cost more (Kreissl, …show more content…
According to the article Predicting professional preferences for intuition-based hiring, “Our society benefits when we make full use of our technologies for making good hiring decisions and preventing unfair discrimination. Poor hiring decisions not only negatively impact organizational performance, but also employment opportunities for individuals specifically, and society more generally” (Lodato, Highhouse, & Brooks, 2011). Human interaction will occur daily on the job, and it is important to select employees with personality traits that will match with the organization’s culture, strategy and personalities of other employees. These factors can be effectively measured using objective personality measurement tools that are fair, unbiased, and