Knowledge, Skills and Abilities Essay Example | Topics and Well Written Essays - 750 words

Knowledge, Skills and Abilities - Essay ExampleAs the paper outlines, the spotledge averment makes adequate performance on the muse possible while the skill statements refer to the proficient manual, communicatory or mental manipulation of data or things. On the other hand, the ability statements refer to the originator to perform an observable activity at the present time. Integrating these statements can serve as a basis for distinguishing the qualified candidates from the unqualified candidates for a position.The development and selection of job performance tools depend upon the grapheme of job. Not every last(predicate) kinds of performance instruments can be attributed to a person and accordingly different tools such as Monitoring, Testing, Observations etc argon employed. Beca exercise competence is multi-dimensional and individual assessment approaches have limitations, it is unlikely that a single approach to assessment bequeath be adequate.The primary question with any personnel instrument is of overall effectiveness. This is considered an extremely important agent in selecting a job performance instrument. This includes the feasibility and cost-benefit analysis of developing a specific type of instrument. It caters to factors like time and training required to implement the assessment, equipment or technology required, number of assessments required per examinee, pecuniary cost, and the extent to which an assessment has been used. If an instrument that is not practical to be tested upon the candidates, then it is useless and therefore it must be rejected. Similarly, if the time and cost incurred to train and test the candidate are more than the note value that can be derived from assessing the instrument then once more the instrument it useless. Also, the assessment should provide new and usable information that facilitates teaching and learning. For instance, the assessment should allow the collection of enough detailed information that it is possible to know what performance improvements or curricular modifications are needed. If this is not provided by the performance instrument then again the instrument must be rejected.Another factor that is equally important to effectiveness is the validity of the data. effectual data provide accurate information about what is being assessed. Different types of evidence may be used to infer validity. It may be inferred when assessment results help to predict performance in actual practice. Validity may be inferred also when it is possible to detect the responsiveness. Data that is invalid is of no use to the company and hence an instrument that extracts invalid data must not be considered for measuring job performance.Apart from the factors mentioned above, job performance instruments must be broad so that they cater to various aspects of an employee. This helps in diminishing any bias that may arise in the instruments.