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- 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
http://tools2succeed.com/
- Observation - Three Main Forms
- Direct Observation
- Behavior Observation
- The Observation Interview
- Direct Observation
- Choose the Job Category that you wish to analyses
- Record Everything
- Direct Observation
- Advantages
- Provides a moderate overview to what a job involves
- Reference Documentation
- Disadvantages
- No indication of the importance of any task
- Not informative on the level of task difficulty
- Behavior Observation
- More specific than direct observation in that it primarily designed to examine the behavior of the jobholder than particular content areas
- Checklist driven outlining critical behaviors to be observed by the analyst
- Behavior Observation - The Checklist
- Categories of behavior to include:
- Meaningfulness to the jobholder being observed
- Degree of Differentiation - distinct behavior categories
- Potential for Change - the extent to which the behavior can be changed in the future through interventions
- Observability - the ability to reliably observe the behavior
- End-driven - the behavior observed should directly relate to the achievement of the purpose of the task performed
- Behavior Observation - Advantages
- Provides a moderate overview to what a job involves
- Reference Documentation
- Behavior Observation - Disadvantages
- No indication of the importance of any task
- Not informative on the level of task difficulty
- The Observation Interview
- Mix between direct observation and interview
- Analyst takes notes or directly asks the jobholder for more information or clarification on aspects of the task that they are performing
- The Observation Interview
- Advantages
- Provides a more detailed overview to what a job involves
- Better indication of the importance of any task and level of task difficulty
- Disadvantages
- Analyst may require training
- Switching between approaches may limit the quality of the data being collected
Until next time...
Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/
