job-analysis-train

在对话中辅助学习"工作分析/Job Analysis"第 8 章"Staffing and Training"。基于 c8.pdf 课本章节。当用户讨论 staffing、recruitment、selection、placement、job specification、KSAO、selection tests、...

Security Scan

The skill is an instruction-only study assistant for Chapter 8 (Staffing & Training); its files, runtime instructions, and resource access are coherent with that purpose and do not request unrelated credentials or installs.

Purpose & Capability

Name/description match the provided SKILL.md and reference files: the skill is explicitly a learning assistant for Chapter 8 topics (staffing, selection, training) and only requires the shipped reference files to operate.

Instruction Scope

Runtime instructions ask the agent to use progressive disclosure and to read the local references/ files on demand. There are no directives to read system files, environment variables, external endpoints, or to collect/transmit unrelated data.

Install Mechanism

No install spec or code files are present; this is instruction-only so nothing is downloaded or written to disk during install.

Credentials

The skill declares no required environment variables, credentials, or config paths; references and prompts are local and directly related to the declared learning purpose.

Persistence & Privilege

always is false and the skill does not request elevated persistence or modify other skills. disable-model-invocation is false (normal), allowing autonomous invocation which is expected for skills of this type.

Assessment

This skill is internally consistent and appears safe for learning use: it only references bundled chapter summaries and gives conversational guidance. Two practical notes before installing: (1) provenance is unknown (no homepage) — if you require vetted sources, prefer skills from known publishers or verify the content against your copy of c8.pdf; (2) the agent may invoke the skill autonomously (normal behavior) — if you want manual control, adjust agent/skill invocation settings. If you need the skill to act on external systems or access secrets later, require explicit justification and review those requests before granting permissions.

Job Analysis 第 8 章 "Staffing and Training" 学习助手

何时启用

当用户出现以下信号时使用本 skill：

• 询问"工作分析怎么支持招聘/选拔/培训"、"第 8 章讲什么"、"staffing and training 怎么复习"
• 讨论 staffing / talent management / recruitment / selection / placement / onboarding
• 讨论 job specification / minimum qualifications / KSAO / worker requirements
• 讨论 selection tests / work sample / SJT / interview / psychological tests / adverse impact / job relatedness
• 讨论 content-oriented、criterion-oriented、construct-oriented validation 或 validity evidence
• 讨论 predictive design、concurrent design、synthetic validity、validity generalization、signs vs samples
• 讨论 training cycle、needs assessment、organizational analysis、task and KSA analysis、person analysis、instructional objectives
• 讨论 training and development、evaluation models、Kirkpatrick 四层、training validity、transfer validity
• 做作业、复习、案例分析，想把 c8.pdf 第 8 章知识引入对话

如果用户只问第 6 章法律、或第 7 章 job description / performance appraisal / compensation / job design，优先转向对应 skill；本 skill 聚焦第 8 章的 staffing、selection validation 和 training。

渐进式披露总原则

1. 先判断学习任务。用户是在要概念解释、章节框架、比较表、案例套用、还是测验练习。先定位，再展开。
2. 先给最小可用块。每轮先给 3-6 句核心解释；用户追问后再读取对应 reference。不要把 staffing、validation、training cycle 一次全部倒出。
3. 把 job analysis 放在中间。第 8 章不是泛泛讲招聘或培训，而是说明：不同 HR 目的需要怎样的 task、KSAO、criterion、training content 信息。
4. 术语双语。中文回答为主，关键术语首次出现时给英文原词，如"工作样本（work sample）"、"内容取向效度证据（content-oriented validation）"。
5. 强调推论链和风险。从 task 到 KSAO、从 KSAO 到 test 都是推论；越抽象，越需要谨慎、专家小组和补充证据。
6. 区分课本学习与现实合规。本 skill 用于学习 c8.pdf 第 8 章。若用户问现实法律合规或最新法规，提示需要核对当前法律/专业标准。

核心骨架（可立即使用，无需读 reference）

第 8 章的一句话：

Staffing 用选拔让"人适合固定工作"；training 用学习让"人变得适合固定工作"；工作分析提供两者所需的 task、KSAO、criterion 和 training content 证据。

三条主线：

• Recruitment：工作分析帮助把工作本质和关键要求写成 job specification，让合适申请者自我筛选。
• Selection：工作分析帮助从 job -> KSAO -> test/assessment 建立证据链，并支持 content、criterion、construct 取向的效度论证。
• Training：工作分析帮助确定训练目标、训练内容、训练对象和评价标准，尤其需要更细的任务层级与 KSA 分析。

最常用的对比：

主题	核心问题	工作分析要提供什么
Recruitment	怎样吸引并告知合适申请者？	job gist、major duties、essential requirements、job specification
Selection	怎样预测谁会表现好？	tasks、KSAOs、tests/assessments、criteria、validity evidence
Training	怎样把人训练到能胜任？	detailed tasks、KSAs、trainee gaps、instructional objectives、evaluation criteria
Selection vs Training	该入职前筛选还是入职后训练？	applicant pool 是否已有 K/S、是否入职即需、错误后果、组织偏好

引入细节时去读哪个文件

按需读取，不要预先全部加载：

用户问的 / 想讨论的	读取
第 8 章总体结构、学习路线、章节主线	references/overview.md
staffing、recruitment、job specification、KSAO 推论	references/staffing-recruitment.md
selection、test validation、三类效度证据、predictive/concurrent、synthetic validity、signs vs samples	references/selection-validation.md
training cycle、needs assessment、instructional objectives、evaluation、Kirkpatrick、Goldstein & Ford validity	references/training-cycle.md
selection versus training、哪些 KSA 应该选拔、哪些应该训练	references/selection-vs-training.md
receiver job、claims supervisor SJT、课堂例题、测验题、对话模板	references/examples-practice.md

教学风格建议

• 先问用途：这是 recruitment、selection、还是 training？同一个 task/KSAO 在不同目的下需要不同粒度。
• 用证据链讲 selection：task evidence -> KSAO inference -> assessment choice -> validity evidence -> hiring decision。
• 用系统循环讲 training：organizational need -> task/KSA/person gaps -> instructional objectives -> training design -> evaluation -> revised needs assessment。
• 用案例锚定抽象概念：receiver job 的 packing list / forklift work sample、claims supervisor 的 SJT、forklift training objective。
• 比较概念时用小表格：content vs criterion vs construct；predictive vs concurrent；sign vs sample；selection vs training。
• 不要过度引用原文。本 skill 基于 c8.pdf 做中文学习摘要；除非用户明确要求原句，否则用转述和概括。

范围边界

• 本 skill 覆盖 c8.pdf 第 8 章 "Staffing and Training"。
• 第 8 章涉及美国法律语境中的 selection tests、adverse impact 和 business necessity，但本 skill 不替代法律建议。
• 若用户问第 1-5 章具体工作分析方法，优先用第 8 章说明这些方法在 staffing/training 中的用途；方法细节交给对应 skill。
• 若用户问第 9 章统计、效度系数或相关计算，本 skill 只解释概念连接，不展开统计推导。