Job Analysis & Design Ch 6

8/3/2019 Job Analysis & Design Ch 6

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Job Analysis & Design

(JAD)Lecture

Chapter 6

Job Analysis and the Law


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Job Analysis and the Law Job analysis forms the basis for most human

resources approaches to employment practice.

Legal battles - Lot many lawsuits and court cases EEO, Equal pay, civil rights, Age discrimination

& Rehabilitation actregulate employers in term

of hiring, promoting, paying, and otherwisetreating employees


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EEO --- DEFINITION

Women are equal to men in all respects except ------

--------------------------------. While seeking jobs there should be total absence of

all types of discriminations, i.e., religion, race, sex,

national origin or age.

An employer cannot discriminate on the basis of

race, color, religion, sex, or national origin with

respect to employment.

zahid


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EEO--- PAKISTANI PERSPECTIVE

Factors influencing EEO

Social Taboos

Religious Constraints Muslim Family Laws

Women Rights Movement

Islamic Sharia Court

Hadood Ordinance

Women Protection Bill

Labour Policieszahid


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Employment Discrimination Laws Equal Pay Act

The act requiring equal pay for equal work, regardless of

sex.

Age Discrimination in Employment Act (ADEA)

The act prohibiting arbitrary age discrimination and

specifically protecting individuals over 40 years old.

Vocational Rehabilitation Act The act requiring certain federal contractors to take

affirmative action for disabled persons.

zahid


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Adverse - Disparate Impact Adverse impact

The overall impact of employer practices that

result in significantly higher percentages ofmembers of minorities and other protected groups

being rejected for employment or promotion.

Disparate impact Deliberately treat someone differently just

because of factors such as race or gender

zahid


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Affirmative action Affirmative action

Steps that are taken for the purpose of eliminating

the present effects of past discrimination

zahid


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Federal Agency Guidelines

Uniform Guidelines

Guidelines issued by federal agencies charged with

ensuring compliance with equal employment federallegislation explaining recommended employer

procedures in detail.

The EEOC(Equal Employment Opportunity

Commission), Office of Federal Contract CompliancePrograms (OFCCP), Civil Service Commission,

Department of Labor, and Department of Justice

together have uniform guidelines for employers to

use. zahid


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Basic Testing ConceptsA test is basically a sample of a persons behavior, it has to be

reliable and valid.

Reliability

The consistency of scores obtained by the same personwhen retested with the identical or equivalent tests.

Are the test results stable over time? (which creates degree of faith)

Test validity

The accuracy with which a test, interview, and so on

measures what it purports to measure or fulfills the

function it was designed to fill.

Does the test actually measure what we need for it to

measure?


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Types of ValidityTest validity answers the question, Does this test measure what

its supposed to measure?

Criterion validity

A type of validity based on showing that scores on the test(predictors) are related to job performance (criterion).

Are test scores in this class related to students knowledge of JAD?

Content validity

A test that is content valid is one that contains a fair sample of the

tasks and skills actually needed for the job in question.

Do the test questions in this course relate to JAD?

Is taking an JAD course the same as doing JAD?


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Key Elements for Successful

Predictors

612


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Validity study results


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Guidelinesfor personnel selection towithstand legal scrutiny


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Guidelines - whether a function is

essential


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Job Analysis & Design Ch 6

Documents