2 February 2021
IOP4863
EXAMINATION
,Table of Contents
Description Page
SECTION A
1. SECTION A: QUESTION 1
1.1 Reliability and validity in job analysis information 2
1.2 Job analysis methods 3
1.3 Competency modelling as a form of worker-orientated
job analysis 4
2. SECTION A: QUESTION 2
2.1 Strategic workforce planning 6
2.2 The four elements of strategic workforce planning 6
3. SECTION A: QUESTION 3
3.1 Designs for training and development evaluation 8
SECTION B
1. SECTION B: QUIESTON 1
1.1 Themes relating to career success 12
1.2 Three themes that relate to my career meaningfulness 12
1.3 Career development support strategies 13
2. SECTION B: QUIESTON 2
2.1 FIVE ethical principles the IO Psychologist needs to apply 14
3. SECTION B: QUIESTON 3
3.1 How career anchors influenced my career-related decisions 15
3.2 Sociocultural and socioeconomical factors that influence an
individual’s career decision-making 16
REFERENCE LIST 17
1|Page
, 1. SECTION A: QUESTION 1
1.1 Reliability and validity in job analysis information
Validity refers to the extent to which an instrument measures what it is intended to
measure. This means that the outcome of the measure should not be influenced by
other variables, except for the ones being measured. For an instrument to be valid, it
must also be reliable. Reliability is defined as the measuring of the consistency with
which the measuring instruments measures. It is therefore important in research to
ensure that the way research is results are measured are consistent (Moerdyk, 2015).
Inter- and intrarater reliability is important in ensuring the reliability of job analysis
information. Interrater reliability is to which extend different raters will agree or
disagree on the components of a job or work. Intrarater reliability is the measuring of
stability (Cascio & Aguins, 2018).
Validity is important in job analysis as it shows to which extent the job description
accurately relates to the job content, environment and conditions of the employment.
The specifications of the job are valid to the extent of what personal characteristics of
a candidate is needed to preform and effectively complete the job, as to a candidate
that does not poses that certain personal characteristics (Cascio & Aguins, 2018).
Human judgement does affect work analysis, as it brings in a factor of human error
and bias. It is important for raters to keep this in mind when completing a job analysis.
In conclusion, it is encouraged to look at what information has been collected, as well
as how it is collected, to ensure the reliability and validity of the information (Cascio &
Aguins, 2018).
2|Page
IOP4863
EXAMINATION
,Table of Contents
Description Page
SECTION A
1. SECTION A: QUESTION 1
1.1 Reliability and validity in job analysis information 2
1.2 Job analysis methods 3
1.3 Competency modelling as a form of worker-orientated
job analysis 4
2. SECTION A: QUESTION 2
2.1 Strategic workforce planning 6
2.2 The four elements of strategic workforce planning 6
3. SECTION A: QUESTION 3
3.1 Designs for training and development evaluation 8
SECTION B
1. SECTION B: QUIESTON 1
1.1 Themes relating to career success 12
1.2 Three themes that relate to my career meaningfulness 12
1.3 Career development support strategies 13
2. SECTION B: QUIESTON 2
2.1 FIVE ethical principles the IO Psychologist needs to apply 14
3. SECTION B: QUIESTON 3
3.1 How career anchors influenced my career-related decisions 15
3.2 Sociocultural and socioeconomical factors that influence an
individual’s career decision-making 16
REFERENCE LIST 17
1|Page
, 1. SECTION A: QUESTION 1
1.1 Reliability and validity in job analysis information
Validity refers to the extent to which an instrument measures what it is intended to
measure. This means that the outcome of the measure should not be influenced by
other variables, except for the ones being measured. For an instrument to be valid, it
must also be reliable. Reliability is defined as the measuring of the consistency with
which the measuring instruments measures. It is therefore important in research to
ensure that the way research is results are measured are consistent (Moerdyk, 2015).
Inter- and intrarater reliability is important in ensuring the reliability of job analysis
information. Interrater reliability is to which extend different raters will agree or
disagree on the components of a job or work. Intrarater reliability is the measuring of
stability (Cascio & Aguins, 2018).
Validity is important in job analysis as it shows to which extent the job description
accurately relates to the job content, environment and conditions of the employment.
The specifications of the job are valid to the extent of what personal characteristics of
a candidate is needed to preform and effectively complete the job, as to a candidate
that does not poses that certain personal characteristics (Cascio & Aguins, 2018).
Human judgement does affect work analysis, as it brings in a factor of human error
and bias. It is important for raters to keep this in mind when completing a job analysis.
In conclusion, it is encouraged to look at what information has been collected, as well
as how it is collected, to ensure the reliability and validity of the information (Cascio &
Aguins, 2018).
2|Page
