Oak Innovation Job Analysis Skills Training Course

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  • 44-page participant manual
  • 81 powerpoint slides
  • Practical exercises
  • Further reading
  • Course evaluation form
  • Action plan
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How you can get training material on job analysis skills to fuel your training courses

Are you looking to deliver a human resource management course on job analysis skills? Or do you just want to refresh your staff’s job analysis skills?

Let’s explore what excellent pre-written and 100% customizable training material you will receive to meet the needs of your audience.

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How to deliver this course

This job-analysis skills training course can be delivered to meet the needs of line-staff, human resource professionals, general managers, and senior executives who seek to expand their understanding of how to perform a job analysis.

The first tip we would like to share with you is that shaping job analysis skills involves changing the way your audience thinks. If you consider that at it’s simplest, 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?

Keep it simple – follow the guides provided. And, 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.

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 often and correctly told that getting the right balance of training content to meet 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 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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EDSF 2000 Laureate for Technology in Education,
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Grenoble Graduate School of Business

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Frequently asked questions from job analysis training courses

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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