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Job Analysis: Back Office Lead

Job Analysis: Back Office Lead. N= 5 3 jobholders 2 managers Primary SME- Jason Hamilton-Brown. Sample. C-Jam Task importance KSAO (trouble likely/ superior v average) Low interrater reliability KSAOs have higher interrater reliability. Methods/ Results.

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Job Analysis: Back Office Lead

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  1. Job Analysis: Back Office Lead

  2. N= 53 jobholders2 managersPrimary SME- Jason Hamilton-Brown Sample

  3. C-Jam Task importance KSAO (trouble likely/ superior v average)Low interrater reliabilityKSAOs have higher interrater reliability Methods/ Results

  4. Brannick, M. T., Levine, E. L., Morgeson, F. P. (2007). Job and work analysis: Methods, research and applications for human resource management. (Ed. 2) Thousand Oaks, CA: Sage Publications, Inc. Cornelius, E. T., Hakel, M. D., & Sackett, P. R. (1979). A methodological approach to job classification for performance appraisal purposes. Personnel Psychology, 32(2), 283-297.Dunham, R. B. (1976). The measurement and dimensionality of job characteristics. Journal Of Applied Psychology,61(4), 404-409.Goffin, R. D., & Woycheshin, D. E. (2006). An Empirical Method of Determining Employee Competencies/KSAOs From Task-Based Job Analysis. Military Psychology, 18(2), 121-130.Landy, F. J., & Conte, J. M. (2013). Work in the 21st century; an introduction to industrial and organizational psychology fourth edition. Wiley & Sons, Inc. Leviene, E. L. (1983). Everything you always wanted to know about job analysis. Tampa, FL: Mariner. Morley, D. D. (2009). SPSS macros for assessing the reliability and agreement of student evaluations of teaching. Assessment & Evaluation In Higher Education, 34(6), 659-671.Siddique, C. M. (2004). Job analysis: A strategic human resource management practice. The International Journal Of Human Resource Management, 15(1), 219-244. Voskuijl, O. F., & van Sliedregt, T. (2002). Determinants of interrater reliability of job analysis: A meta-analysis. European Journal Of Psychological Assessment, 18(1), 52-62. References

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