Job Analysis Training Course By Oak Innovation


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Instant training courses on job analysis

Save time with pre-written training courses. Download the content you’ll need. And, add your logo to brand the content as your own.

  • Instantly available, saving you time and money.
  • 100% customizable, ready for any opportunity.
  • Brand as your own, just add your logo.
  • 81 Powerpoint slides, to deliver the course.
  • 44-page participant manual, to guide learning.
  • 8 train-the-trainer guides, to add extra value.

This 1-day training course will help provide managers and employees understand the role of job analysis, describe four job analysis methods, and appreciate the advantages and disadvantages of interviews.

At the end of the training session, your course participants will be able to detail three types of job observation and explore the Critical Incident Technique.

Your course participants will also learn about a Position Analysis Questionnaire and explore key job analysis techniques.

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.

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

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

1. 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. 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. 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.

What you’ll get

  • 81 Powerpoint slides, to deliver the course.
  • 44-page participant manual, to guide learning.
  • 8 train-the-trainer guides, to add extra value.
  • Practical exercises, to enhance all learning.
  • Further reading list, for your course participants.
  • Course evaluation form, tests, and action plan.
  • Easy to present, no experience required.

Order now

$79.00Add to cart

Free train-the-trainer guides

With all Oak Innovation training course products, you’ll receive 8 free train-the-trainer guides that will add extra value to your training courses.

  • 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.

Here’s what people have to say about us.
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 pieces of training 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

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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 Training Course By Oak Innovation