Job Analysis Skills Training Course Material


  • Instantly available, saving you time and effort.
  • Affordable, saving you money.
  • Flexible, for on-site and virtual presentations.
  • Everything you need, slide decks, manuals and guides.
  • 100% customizable, ready for any situation.
  • Brand as your own, just add your logo.
  • Easy to present, no experience required.
SKU: JA Category:

Save time and effort

Do you want to present a training course on job analysis skills?

Have you the time to create all the content from scratch?

That’s the time to create Powerpoint slide decks? Participant manuals? Exercises? Course tests?

That’s what Oak Innovation is all about.

We do the heavy lifting so that you don’t have to.

And, don’t worry if you’re not an expert in this area. You can achieve your goals by following the content provided.

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

Let’s explore what you will receive.

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 overview

Performing a job analysis is intimidating.

Especially, if people have no prior experience.

Course participants will learn about the main types of job analysis techniques available, explore what exactly is job analysis, and will learn to ask the right questions.

The course is for people serious about developing their job analysis skills, and who are ready to bring their learning to the next level.

Course outline

Below, we break down how you can present the 3 key sections of this training course.

1. Taking the fear out of job analysis skills

Before you start to present the content, ask the following questions about your audience:

  • What are their jobs?
  • Why do they need these skills?
  • What experience do they have?
  • How are they struggling?

The focus here is to identify where you can add the most value.

Getting the right balance between training content and meeting expectations will lead to a better transfer of job analysis skills for your audience.

Here’s where it gets interesting. You can use the content provided to:

  • Explore what exactly is a job analysis.
  • Detail the various job analysis methods used within companies.
  • Focus on job descriptions, selection procedures, and worker mobility.
  • Explore the role of job analysis methods within training and development, compensation, and performance management settings.

2. Focus on the main types of job analysis techniques

Now you’ve shared insight into job analysis skills. The content will dig down into the main job analysis techniques that go with it.

If you’re new to this area, don’t worry, you need to follow the materials as provided. Remember, your focus is to use the content to meet the needs of your audience.

Here’s the breakdown:

  • Discuss the main job analysis methods available.
  • Explore essential tools (e.g., the critical incident technique and the position analysis questionnaire).

3. Learning to ask the right questions

Establishing whether a company is ready to perform a job analysis is a critical decision point.

The easiest way to understand “organizational readiness for job analysis” is by asking your audience:

“How easy would it to introduce job analysis techniques within your company?”

From there you can dig deeper into the content of the course.

When you’re targeting this analysis, establish the capacity of the organization by exploring some further questions provided.

Order this training course material on job analysis skills now!

$79.00Add to cart

Bonus: Free expert training guides

Starting today, with all Oak Innovation training course products, you’ll receive eight free training guides that will help you add extra value to your training courses.

Based on our experience of providing training content to business managers and corporate training professionals all around the world, these free training guides will provide the most up-to-date content available to boost your training delivery.

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

Getting started

We want to make sure that some common themes are contained with this training course.

First, shaping job analysis skills involves changing the way your audience understands roles and jobs. And, in these challenging times, the importance of job analysis is even more apparent.

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

Third, 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).

Did you know …?

Did you know that we link our course development process with Google’s dynamic “people also ask” search feature?

That way, you get content that is always practical and relevant.

Here are the top searches that we’re seeing people asking about job analysis skills:

  1. What is the meaning of job analysis?
  2. What are the main objectives of job analysis?
  3. What are the disadvantages of job analysis?
  4. What are the benefits of job analysis?
  5. What are the steps in job analysis process?
  6. How do you analyze a job?
  7. Why is job analysis so important?
  8. What are the uses of job analysis?
  9. What is Job Analysis HRM?
  10. What is included in a job analysis?

What our customers say

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

Explore more customer stories

Limited time offer

Get access to training content for 50+ courses, 100% customizable and instantly available.

Free updates for life.

See course list here

$1,040.00Add to cart

Frequently asked 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.

Job Analysis Training Course Materials
Job Analysis Skills Training Course Material