Job analysis and scientific selection

Job analysis

Job analysis is the systematic process of collecting and studying information about a job: its duties, responsibilities, working conditions and the skills, qualifications and experience required to perform it. Its results are:

• Job description: title, duties, tasks, reporting relationships, working conditions.
• Job specification: qualification, skills, experience and personal qualities needed.

Methods: observation, interview, questionnaire, work diary. It is the base of recruitment, selection, training, appraisal and pay.

Scientific selection of manpower

Scientific selection means choosing employees through a systematic, objective and validated process, instead of personal likes or influence.

Steps

1. Job analysis and manpower plan to define requirements.
2. Application screening against job specification.
3. Selection tests: aptitude, intelligence, skill/technical, personality, and psychological tests.
4. Structured interview with prepared questions and scoring.
5. Reference and background verification.
6. Medical examination.
7. Final selection by a committee based on merit scores.
8. Appointment, placement and probation.

Principles: merit-based, equal opportunity, objectivity, reliability and validity of tests, and fairness. Example: the Public Service Commission (Loksewa Aayog) in Nepal selects civil servants by written and interview tests, which is a scientific method of merit selection.

Benefits: better quality of employees, lower training cost and turnover, higher productivity and fairness.