Job Analysis

Oak Innovation

$29.95

SKU: JA Category:

Description

How to get job analysis training materials that will save you time

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

Well, creating the course content doesn’t have to be difficult.

These days, there is an abundance of quality practical training course materials online.

Know your audience

Your course content won’t reach the right people if you fail to start at the beginning.

So, what do we mean by “job analysis”?

At it’s simplest, it is an analysis that will allow you to analyze a job in detail. Typically, it will break a job down into it’s component tasks.

And, for anyone not familiar with these human resource management tools, the main analysis techniques usually will include:

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

This may seem like a lot, but it really isn’t if you break it down into it’s main components.

So, how should you go about delivering this content?

Keep it simple. Just to follow the guides provided. And, your audience will learn the key skills needed to perform a job analysis.

Course outline

Leverage these course materials to deliver a practical and relevant training course.

Job analysis – It’s important 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 important starting point is to explore what exactly is a job analysis. Practical examples will gain the most attention attention, so you should use the content to detail various applications of job analysis skills within companies. That will then give you the opportunity 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 – 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 important concept of observation. On top of that explore two crucial tools (e.g., the critical incident technique and the position analysis questionnaire). Depending on the size of the company where your audience works, uses 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 – If you can include examples from within their own company, you should explore with participants whether they are ready to perform a job analysis. This 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. When considering this decision, it can sometimes be tricky to isolate a definintive answer. This section walk through some of the right questions to ask.

Course objectives

Upon completion 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

What you get

The course materials, tips, resources, slides, exercises and manuals that you need to create, deliver, promote, and offer a highly-practical, relevant, and engaging training course for your audience.

You will get:

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

Bonus free training materials available

You will also get the following free training guides:

  • 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

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. This is done to identify it's component tasks according to the purpose for which the job is being analysed.

What are the main types of analysis techniques available?

These are a family of techniques that can be used to break a job down into it's 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 this analysis can be used?

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 decide what method 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 to be used?
  • 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 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 data will 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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