Final answer:
The two basic requirements for competencies/KSAs in job selection are that they should be achievable and relevant. Achievable means the KSAs are realistic and attainable, and relevant implies that they align with the job’s goals and responsibilities. This ensures effective performance and aligns with best HR practices.
Step-by-step explanation:
The student has asked about the two basic requirements that all competencies, knowledge, skills, and abilities (KSAs) should meet for selection through job analysis. These requirements are crucial for ensuring that the selected candidate can perform the job effectively. First, KSAs must be achievable, meaning they should be realistic and attainable, with potential barriers being able to be overcome. Secondly, they should be relevant, meaning they support other goals and make sense in the context of the job.
It is clear from research that hiring decisions may be influenced by factors other than a strict matching of job analysis to KSAs, such as interviewer bias, regional accents, and physical appearance. Despite these influences, a structured process involving observation, surveys, and interviews to obtain relevant job information contributes to a more fair selection process. Additionally, databases like O*NET provide valuable resources for accessing previously compiled job analyses, facilitating the identification of necessary KSAs for different occupations.
In the context of employee selection, these foundational criteria for KSAs underscore the importance of choosing candidates based on job-relevant competencies. This approach not only aligns with best practices in human resources management but also contributes to the long-term success of both the employee and the organization.