Essay on Job Analysis Of Fleishman Job Analysis

711 Words Dec 17th, 2016 3 Pages
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 to form valid and reliable assessments of the required skills and abilities (“Fleishman Job,” 2012). Rating scales specify the different abilities and differentiate them from similar abilities. I selected this technique because it is one of the most extensively researched job analysis methods. There is ample evidence of construct validity in many studies that uphold the benefits of the scales (Cascio & Aguinis, 2011). Employee referrals often have more success in the selection process than individuals recruited from an external source like the internet. 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…

Related Documents