Oak Innovation: Job Analysis Skills Training Course Material


Oak Innovation’s job analysis training content can be easily delivered across virtual classrooms, webinars as well as traditional classroom settings. Just add your logo and brand the content as your own.

What you’ll get:

  • 44-page participant manual
  • 81 Powerpoint slides
  • Practical exercises
  • Reading list
  • Course evaluation form
  • Course action plan
All training course material instantly available after checkout

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How to deliver an amazing training course on job analysis skills

This job-analysis skills training course will meet the challenges faced by staff who want to know how to perform a job analysis.

Shaping job analysis skills involves changing the way your audience thinks about roles and jobs. And, in these challenging times, the importance of job analysis becomes even more important.

Basically, job analysis is a technique that will allow you to analyze a job in detail.

Typically, a job analysis will break a job down into its component tasks. And, for anyone not familiar with these human resource management skills, the primary job analysis methods include:

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

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

Sample training course material

Say goodbye to endless hours of developing content from scratch. And, just imagine how wonderful it will feel like to deliver a successful training course on job analysis skills (see sample course material below).

Benefits of this training course material

  • Instantly available
  • Freedom to add your logo
  • Brand everything as your own
  • Fully customizable
  • Deliver the course wherever you want
  • All content is developed by industry experts
  • Saves you time and effort
  • Affordable
  • No experience required

What our customers say

Oak Innovation is loved by industry-leading professionals all around the world.

As with every program I’ve purchased from your company, this one is comprehensive, detailed, in-depth. It gives me more than I need to conduct multiple trainings Thank you, again, for your awesome products.

Christy Crump, Crump & Associates

The sample module I obtained motivated me to purchase the entire set of 52! I immediately saw the value in being able to customize the materials to fit my audience and provide my clients with a choice of format (Powerpoint, Word, PDF). The attachments arrived in a timely fashion and were easy to access. I recommend these products to other coaches, trainers, and consultants who want an easy way to save hours of time and have presentations they can customize and call their own.

Dr. James S. Vuocolo, Master Certified Business & Personal Coach

Learn more

How to deliver this amazing training course

What you’ll get

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

Learning objectives

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

– Explain the role of job analysis
– Describe four job 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 to deliver the content provided.

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 job analysis examples will gain the most attention. So you should use the content to detail the various job analysis methods used within companies. That will then allow you to focus on job descriptions, selection procedures, and worker mobility. To ensure that your audience will gain practical job-ready skills, you should explore the role of job analysis methods 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 job analysis methods and the crucial area of the interview. Don’t forget to share real-life job analysis 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 job analysis methods 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 a job analysis process can differ. We believe that it’s a good idea to invest time working on examples of job analysis 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 of job analysis from within their company, you can explore whether they are ready to perform a job analysis. In particular, the use of company-specific examples of job analysis 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.

Amazing expert guides will get you to the place you want to be

Over the years, we noticed that some people, along the way, have asked for a little more creative input. And, let’s face it, there are times when we all need an extra spark to make our training courses shine even brighter.

So allow us to introduce our free expert training guides. An innovative collection of guides that mix inspiration, insights, techniques and skills, sprinkled with everything you’ll need to deliver a successful training course. These guides are a security blanket of experience just for you. With eight free training guides instantly available, and each jam-packed with value, it’s the easiest way to get ahead.

  • Training icebreakers
  • How to select training materials
  • Training games
  • How to increase participation
  • Learn to improve your questioning skills
  • How to improve your listening skills
  • Learn how to deal with difficult people
  • How to evaluate training courses

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

Within companies, across teams, on the go — wherever and however you want to deliver this course, it’s never been easier to put this content into action.

Wave goodbye to spending time developing training courses and say hello to awesome content that you can instantly download, customize, and even brand as your own.

You can download this training course material on job analysis skills immediately after checkout.

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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 analyzed.

What are the main types of analysis techniques available?

The main job analysis techniques are:

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

What are the main areas where job analysis techniques are used?

The main areas where job analysis techniques are used are:

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

How do you decide what analysis method to use?

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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