What Is A Job Analysis

Description

How To Present A What Is A Job Analysis Course

This What Is A Job Analysis Course is an easy and fun course used in various training workshops, meetings, and activities. It is suited for groups of 12-15 people but can be applied to larger groups by forming smaller groups. It only needs about a day to present the content.

It is easy to present this course. And the content can be rebranded and customized by adding a logo.

Let’s explore what you will get.

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Course Description

A job analysis is a process of examining a job in detail.

This What Is A Job Analysis Course begins by sharing the basics of job analysis. It then details the role it plays within a company and that a job analysis is a process of gathering information about a job role.

The course then describes the four main job analysis methods and the advantages and disadvantages of interviews.

The course outlines three types of job observation and introduces the Critical Incident Technique. Next, the course discusses the Position Analysis Questionnaire. And explores essential job analysis techniques.

Sounds good.

Who Should Attend

This course will target the needs of line staff, team members, managers, and human resource professionals.

What Your Delegates Will Learn

At the end of this job analysis training course, your delegates 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

The course is divided into five key sections.

1. Job analysis skills

• Define what is a job analysis.
• Introduce Job analysis methods.

2. Types of data

• Understand knowledge, skills, and abilities (KSAs).
• Highlight performance metrics.
• Explore work tasks and behaviors.
• Point out people interactions.
• Discuss performance metrics.
• Expand managerial input.
• Recognize equipment required.
• Analyze the working environment.

3. Key job analysis concepts

• Examine job descriptions and classifications.
• List selection procedures.
• Focus on worker mobility.
• Explore training and development.
• Highlight compensation.
• Detail performance management.

4. The main types of job analysis techniques

• Explore the main types of job analysis techniques.
• Detail essential tools (e.g., the critical incident technique and the position analysis questionnaire).
• Discuss the main questions to decide what job analysis technique is used.

5. Ask the right questions

• Learn how to ask the right questions before starting any job analysis.

The What Is A Job Analysis Course

• 44-Page Training Manual.
• 81 Customizable PowerPoint Slides.
• 17 Free Training Games.
• 17 Free Training Icebreakers.
• 12 Practical Training Guides.
• 2 Course Tests.
• Activities/Exercises.
• Reading List.
• Course Advertorial.
• Action Plan.

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Why We Created This What Is A Job Analysis Course

Job analysis skills are a collection of essential human resource management skills needed in the workplace.

We believe that job analysis skills are essential in the workplace to explore.

Let’s get started:

• We begin with a study by Conference Board that has shown that companies in the U.S. lose between $450 – $550 billion each year due to disengaged workers. Why this study? Well, it gives you a great way to capture the sheer scale of the cost of a disengaged workforce.
• But don’t just sit back and consider this the only important finding. To illustrate,
  Gallup reports that companies with a highly engaged workforce have 21 % higher profitability. And 17% higher productivity than companies with a disengaged workforce. Naturally, you’ll see the impact of engagement on the bottom line of a company.
• But with our new understanding of the impact on a company, it’s worth mentioning that a Forbes’ 11-year-long research project revealed that companies with performance-enhancing cultures grew their revenues by 682%. This is compared to just 166 % of companies with poor culture in the same period. The key takeaway: By investing in the company culture, revenues grew over and above companies where no investments were made.
• Trade Press Services Report also shows that effective internal communications will motivate 85% of employees to become more engaged. Once you recognize that it is an internal communication that helps motivate employees, you can use this knowledge to remove obstacles until you get it right.
• We all know how easy it is to get distracted when we are not getting recognition for our contributions. To illustrate, the Cincinnati Enquirer report that 37% of employees feel most encouraged by personal recognition.
• I’ve learned nothing more disappointing than seeing a disengaged workforce. Always remember that Gallup research has consistently demonstrated that engaged and motivated employees help organizations to be more successful.
• But when it comes to working practices, boredom levels also become critical. To illustrate, a Korn Ferry survey highlighted that 33% of employees leave because they feel bored in the workplace and want to find new challenges.