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6. Do You Think Companies Can Really Do Without Detailed Job Descriptions? Why or Why Not?

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Submitted By tonusree
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6. Do you think companies can really do without detailed job descriptions? Why or why not?
In one firm – British petroleum’s exploration division- the need for more efficient, flexible, flatter organizations and empowered employees prompted management to replace job descriptions with matrices listing skills and skill levels. Senior managers wanted to shift employees attention from a job description “that’s not my job” mentality to one that would motivate them to obtain the new skills and competencies they needed to accomplish their broader responsibilities.
They created skills matrix which listed basic skills needed for that job, minimum level of each skill required for that job or job family.
Emphasis is no longer on specific job duties, but on specifying and developing new skills and gave employees constant reminder of what skills they must improve.
1. What is the difference between reliability and validity? In what respects are they similar?
Reliability describes the consistency of scores obtained by the same person when retested with the identical or alternate forms of the same test. If a person scores 90 on an intelligence test when retested the result should be the same.

Validity indicates whether a test is measuring what it is supposed to be measuring.
With employee selection tests, validity often refers to evidence that the test is job related.
Reliability and validity are used in statistics and research design. At best, we have a measure that has both high validity and high reliability. It yields consistent results in repeated application and it accurately reflects what we hope to

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