Oak Innovation Job Analysis Skills Training Course Material

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Get instant access to our amazing training course material on job analysis skills. Immediately save time, kickstart your training courses, and so much more.

What you’ll get:

  • 44-page participant manual
  • 81 powerpoint slides
  • Practical exercises
  • Further reading
  • Course evaluation form
  • Action plan

Here’s the extra value that you’ll also receive:

  • Instantly download all training course material
  • Save hours in development time
  • Get training content developed by experts
  • Receive all source files (Powerpoint, Word, PDF) at no extra cost
  • Permission to customize without additional cost or restrictions
  • Add your logo and brand the content as your own
  • Deliver the content where, when and as often as you want
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How to deliver an amazing training course on job analysis skills

Helping people get the content they’ll need to deliver a job analysis training course is an important goal for us as a course content provider.

Plus, it’s also a big deal for those of you that are struggling to create this content from scratch. Basically, you’ll get content instantly that you can use to deliver courses without any of the hassle of creating the content yourself.

We’re also here to create as much actionable value for you as we can. And, once you get the content, things get really good.

Let’s explore what content you can download. And, we’ll even show how we would deliver this training material to our clients.

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How to deliver this amazing training course

This job-analysis skills training course will meet the challenges faced by line-staff, human resource professionals, general managers, and senior executives who seek to expand their understanding of how to perform a job analysis.

We offer this training material in an effort to bring people more value.

Now stay with us for a moment as we explore the most important themes within this training course.

In the business world, shaping job analysis skills involves changing the way your audience thinks about roles and jobs. And, we consider putting a focus on job analysis is absolutely essential. Think about it, it is a technique that will allow you to analyze a job in detail. Typically, it will break a job down into its component tasks. And, for anyone not familiar with these human resource management skills, the primary analysis techniques will include:

  • Interviews
  • Observation
  • Critical incident technique
  • Position analysis questionnaire (PAQ)

So, how should you go about delivering this content?

In a nutshell, keep it simple and follow the guides provided. It’s the mindset behind lots of our training courses. It is also the source of a lot the value that we offer. If you follow this simple approach, your audience will learn the critical skills needed to perform a job analysis.

Read on to explore what you’ll receive and how this course material can be delivered.

Learning objectives

If you are looking for content to present your own business training course on job analysis skills, this is the course material for you. And, you don’t have to be an experienced business trainer to get results like a pro.

What you’ll get:

  • 44-page participant manual
  • 81 powerpoint slides
  • Practical exercises
  • Further reading
  • Course evaluation form
  • Action plan

At the end of this training course your participants will be able to:

– Explain the role of job analysis
– Describe four analysis methods
– Describe the advantages and disadvantages of interviews
– Detail three types of job observation
– Explore the Critical Incident Technique
– Understand a Position Analysis Questionnaire
– Explore job analysis techniques

Course outline

In an effort to provide you with as much value as possible, we’re going to show you how we would use the content provided to deliver the key sections of this training course.

Job analysis – We’re all told that getting the right balance between training content and meeting expectations can lead to a better transfer of skills. As a result, it’s essential to determine what your audience needs to know before actually jumping into the techniques that they will use. And, this step will offer them valuable insight as to which types will be most beneficial to their future analysis. Thus, the most critical starting point is to explore what exactly is a job analysis.

Practical examples will gain the most attention, so you should use the content to detail various applications of job analysis skills within companies. That will then allow you to focus on job descriptions, selection procedures, and worker mobility. To increase the likelihood that your audience will gain practical job-ready skills, you should explore the role of job analysis within training and development, compensation, and performance management settings.

Main types of job analysis – There are a few straightforward ways to share this material without making things too complicated. For best results, use the content to discuss the crucial area of the interview. Don’t forget to share real-life examples and examine the vital concept of observation. On top of that, exploring two essential tools (e.g., the critical incident technique and the position analysis questionnaire) is easily the most effective way to improve the skills of your audience.

If you don’t spend time discussing these types of job analysis properly, you run the risk that your audience does not develop the skills required. Depending on the size of the company where your audience works, the employment of these techniques can differ. We believe that it’s a good idea to invest time working on examples to aid your delivery of this section of the course.

Criteria – As you are aware, it’s not always easy to develop job analysis skills. So, how do you go about sharing this with your audience? Well, if you can include examples from within their company, you can explore whether they are ready to perform a job analysis. In particular, the use of company-specific cases will open considerable opportunities for discussion and generate the best results. Establishing a basis for whether your audience is ready to perform a job analysis is a critical decision point. The content in this section walks through some of the right questions to ask.

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Your courses, your way – everything you need to be the best

We’ve put together a whole range of informative slides, manuals, and free PDF packages to create a training course that is simple and easy to understand.

This training course material on job analysis skills can be downloaded immediately after checkout.

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Because we want you to be the best

You have a story to tell, a business course to deliver, and experiences to share. These things are important to us also.

We shrink the process of creating training content so that you can deliver training courses that your audience will both learn from and will be excited to attend.

Explore how we’re partnering with our clients to change the way they deliver training courses. And, learn how our customers are continually meeting the needs of their clients.

I’m always amazed at their willingness to provide purchasers with their complete range of presentations, regular updates, and new training packages at no additional cost. That makes my purchase more valuable all the time. And their speed in responding to questions is phenomenal.

One of the sessions I often provide is a Training the Trainers workshop. In it, the very first resource I encourage people to purchase is the library of resources from Oak. These packages have made my job infinitely more accessible, and I recommend them to anyone who’s looking for the highest quality in training materials.”

Jeffrey L. Buller
Senior Partner
Academic Training, Leadership & Assessment Services

“Oak’s educational modules offer a solid framework to structure business education courses. The modules we reviewed provided a clear vision, a coherent structure, and the major points in a management education course. We recommend these modules to instructors looking for a jump start in preparing their future educational offerings and to students wishing to get a good overview of critical business concepts.”

Dr. Lee Schlenker
EDSF 2000 Laureate for Technology in Education,
Sponsored Chair of Electronic Commerce,
Grenoble Graduate School of Business

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How to answer common questions

What is a Job Analysis?

A job analysis is the process of examining a job in detail. And, will identify it's component tasks according to the purpose for which the job analysed.

What are the main types of analysis techniques available?

These are a family of techniques used to break a job down into its component tasks. The main job analysis techniques include:

  • Job analysis interviews
  • Observation
  • Critical incident technique
  • Position analysis questionnaire (PAQ)

What are the main areas where you can use a job analysis?

You already may know that a job analysis is a powerful human resource management tool. But you can’t just know about a tool and leave it at that. You also have to understand where these techniques can be applied within a company. Application areas include:

  • Job descriptions and classifications
  • Selection procedures
  • Worker mobility
  • Training and development
  • Compensation
  • Performance management

How do you decide what analysis method to use?

The following questions will help you determine what way to use. On top of that, they will help you explore common questions that your audience may have.

Here are the main questions to consider:

  • Purpose served – Does the method meet how the data needs?
  • Versatility – Will the same method be used to capture information on a variety of jobs?
  • Standardization - Can the data be readily compared with data collected from other techniques?
  • User acceptability - Will users accept this method as a reliable method of collecting the information?
  • Training required - Is the method easy to use, or will training be required? If so, how much and at what cost?
  • Sample size - What sample size will be required to obtain an adequate analysis of the job?
  • Off-the-shelf - Can the method be applied off-the-shelf, or does it need to be customized?
  • Reliability - Will the technique generate reliable data?
  • Time to complete - How long will it take to analyze a job?
  • Cost - How much will it cost to employ the technique?

How will I know if I am ready to complete a job analysis?

Here are some of the right questions to ask.

  • What is the purpose of the job analysis?
  • What technique will be employed?
  • How will the results be used?
  • What will data be collected?
  • What resources are available?
  • Who will perform the analysis?

Can I customize these training materials and use them as my own?

Yes. We allow the full customization of our course materials.

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Whether you’re just starting out or well used to delivering training courses, Oak Innovation has everything you need to meet the needs of your audience, engage participants, save you time, and ensure successful courses.

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