Job Analysis Part 1

Job Analysis is the process of examining a job in detail in order to identify its component tasks. The detail and approach may vary according to the purpose for which the job is being analyzed.

• Job Descriptions & Classifications
• Selection Procedures
• Job Duties to be performed by candidates
• Minimum Education Requirements
• Interview Questions
• Use of Selection Tests
• Worker Mobility
• Identification of skill levels to perform a particular task
• Identification of skill levels present within existing workforce
• Development of Task-Person Fit Model
• Training & Development
• Identification of skill levels
• Measure the effectiveness of training interventions
• Identify training methods to be employed
•   Small Group
•   On-the-Job Training
•   Computer Based
• Compensation
• Skill Levels
• Compensable Job Factors
• Roles & Responsibilities
• Performance Management
• Identification of clear goals and objectives
• Performance Metrics and Standards
• Evaluation Criteria
• Job Analysis Methodologies
• Four Main Types of Job Analysis
• Data Collected

Until next time...

 




Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Process, Benefits & Preparation Part 2

Performance Apprasisals

Supervisor’s Role and Benefits from Performance Management
The supervisor's role within the process can be defined as:

• Setting objectives with employee
• Managing rewards and ensuring fair compensation for the level of job performance
• Offering accurate, timely, regular and specific feedback
• Through effective Performance Appraisals, supervisors can
• Translate business goals into individual job objectives and standards
• Monitor performance and offer feedback
• Communicate and seek agreement on objectives
• Coach employees on how to achieve their performance objectives
• Identify employees’ strengths and weaknesses
• Generate and agree on development plans to best serve the organization and individual needs  

Employee’s Role and Benefits from Performance Management
The employee’s role in the process includes:

• Set objectives with supervisor
• Improve performance
• Plan his/her development

Through Performance Appraisals, employees can:

• Openly discuss performance with supervisors
• Reinforce and sustain good performance
• Improve performance where needed
• Determine career-progression goals
• Identify development and training needs
• Link rewards to performance

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/