Thursday, March 7, 2019

Job Analysis Part 10

  • Are You Ready For Job Analysis?
  • Major Questions to Ask
    • What is the purpose of the Job Analysis?
    • How will the results be used?
    • What technique will be employed?
    • What data will be collected?
    • What resources are available?
    • Who will perform the Analysis?
  • Purpose of the Job Analysis
  • Why is the organization performing the job analysis?
  • Is it for:
    • Job Descriptions & Classifications
    • Selection Procedures
    • Worker Mobility
    • Training & Development
    • Compensation
    • Performance Management
  • How will the results be used?
    • A job analysis is not complete until it is applied to some context
    • Who will do this and how will it be applied?
    • What Technique Will Be Employed?
    • What job analysis technique will be employed and why?
      • Job Analysis Interviews
      • Observation
      • Critical Incident Technique
      • Position Analysis Questionnaire
  • What data will be collected?
    • What type of data will be collected?
      • Observations
      • Interviews
      • Performance Data
  • Is this data readily available to the organization?
  • What resources are available?
  • Is the necessary documentation available to the organization?
  • Is the necessary skills required to perform the analysis present within the organization?
  • Who will perform the analysis?
  • Has someone been identified and released to perform the analysis?
  • Is training required?
  • Are external providers required?
Before undertaking a job analysis, it is important to understand the advantages and disadvantages of each method and also ascertain whether your organization is ready for job analysis.

Until next time...


Sheryl Tuchman, SPHR, SHRM-SCP

No comments: