Job Analysis
$70.00
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Job Analysis
A job analysis is a process of examining a job in detail. And, If you’re ready to experience the transformative power of job analysis, the process will identify the component tasks according to the purpose for which the job is analyzed.
Most companies know that a properly performed job analysis is key to ensuring that the right people are recruited to a company and that a proper job-person fit prevails so as to meet the objectives of the organization
There is, however, a change in the way companies are looking at how a job analysis is performed. To illustrate, traditionally a job analysis has been considered a task that was only to be performed by HR professionals. Fast forward, these days this activity can also be completed by business managers and line staff with the right training and investment.
This course will teach learners the basic principles and applications of job analysis and the important role that it achieves within a company.
Now you can instantly download Oak Innovation’s training on job analysis skills and use the content to present your own training courses.
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Course Description
At its simplest, a job analysis requires a structured approach to identifying the content of a job in terms of the activities, opportunities, attributes, and requirements needed to perform that job.
A job analysis will gather the following types of data:
- Knowledge, skills, and abilities (KSAs).
- Performance metrics.
- Work tasks and behaviors.
- People interactions.
- Performance metrics.
- Managerial input.
- Equipment required.
- Working environment.
In today’s fast-paced business environment, a job analysis will gather information about a job that will contribute to employee retention efforts, well-designed training development systems, and performance-based compensation initiatives.
This job analysis training, from Oak Innovation, will equip learners with the key principles and skills needed to complete a job analysis and benefit their organization.
Designed to be accessible for all categories of employees, course participants will discover that a job analysis is a process of gathering information about a job role.
From the off-the-shelf and customizable training material, they will also be able to describe the four main job analysis methods. And, they will discover the advantages and disadvantages of interviews.
And, from the slide deck and learner manual, learners will discover three types of job observation and the Critical Incident Technique. Through engaging training material, discussion, and exercises, learners will also learn about a Position Analysis Questionnaire and will explore key job analysis techniques.
Learning Objectives
At the end of this job analysis training, 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
The training is divided into 3 key sections.
1. Job analysis skills
This part of the training focuses on what exactly is a job analysis. The training explores the various job analysis methods used within companies, what they are, and how they are performed.
To illustrate, the main areas where job analysis techniques are used are:
- Job descriptions and classifications.
- Selection procedures.
- Worker mobility.
- Training and development.
- Compensation.
- Performance management.
A key aspect of a job analysis is that the job is the subject of the analysis and not the person. Although the analysis will still identify the required knowledge, skills, and abilities (KSA’s) that a person or candidate will need to possess to do the job.
2. The main types of job analysis techniques
Simply put, the training is all about sharing the main types of job analysis techniques. But, not just about sharing the obvious details that you might expect.
Instead, the training highlights the main types of job analysis techniques and focuses on some best practices in the workplace.
The training also details essential tools (e.g., the critical incident technique and the position analysis questionnaire) and discusses key aspects that will inform the use of job analysis techniques within companies.
These days, learners will also need to know the main questions to consider when choosing a job analysis technique. To illustrate,
- 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 a level of 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?
3. Ask the right questions
Asking the right question is a key aspect of job analysis. This section stresses that a company needs to be ready to perform a job analysis. Here are some of the right questions to ask before starting any analysis.
- 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?
Who Needs Effective Job Analysis Skills?
- Senior management that wants to strengthen their relationships with staff.
- Managers, supervisors, and team leaders need job analysis skills to lead, manage and motivate their teams.
- Administrative, support staff, and line staff that needs job analysis skills to maximize their engagement and participation within the organization.
- HR professionals need job analysis skills to meet the needs of the departments that they support.
- Project managers need job analysis skills to create more engagement and collaboration with their teams.
- Organizational development professionals need job analysis skills to secure relationships and participation from all functions within the organization.
- Consultants and independent contractors who are being asked to play a role in organizational initiatives.
What You Get
- A 44 Page Participant Manual
- 81 Customizable PowerPoint Slides
- Training Games And Training Icebreakers
- A Course Advertorial
- Eight Pre-written Expert Training Guides
- Customizable Exercises And Tests
- Further Reading Lists
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I am Kay Fitzgerald, the founder of Oak Innovation. With 25 + years of experience in the training and development industry, our team is here to help you access the training you want to deliver.
