MGHB12H3 Lecture Notes - Lecture 4: Volcanism, Job Analysis, W. M. Keck Observatory
Document Summary
How to calculate supply and demand of people in the company. Last a(cid:272)ti(cid:448)ity (cid:449)as do(cid:374)e (cid:449)ith o(cid:374)e pre(cid:448)ious year"s data, (cid:271)ut for real (cid:449)orld stats, use (cid:373)ore tha(cid:374) o(cid:374)e previous set. Helps to estimate the cost of hiring (how many people will need to be hired, cost of interviewing, etc. ) Selection: how much money, and what will we get in return for selection. Finding who will be a good qualifier for the position. Ie. for university applications, high high-school marks will likely result in high marks in university (linear: overall, a higher score means more success in the job, there are different selection measures (iq, motor and physical ability, etc. ) Iq as a measure of productivity: depends on the complexity of the jobs; higher returns when job is complex, overall a good measure of productivity. Poor selection is expensive and wastes resources if the chosen person fails their position.
