Contents
• Job analysis is one of the first steps in the recruitment and selection process. It is aimed at analysing current and future needs in field of employment, identifying of requirements for the openings. The key products of job analysis are: [1] job description, which identifies the tasks, duties and responsibilities in jobs and [2] job specifications, which lists the knowledge, skills and abilities (KSAs) needed to perform a job satisfactorily.
• Job analysis has several behavioral implications that managers should consider: employee’s fears of the process and resistance to change, management’s tendency to overemphasize the current job holder’s qualifications, and the danger that job descriptions will limit managerial flexibility.
• There are few job analysis methods: observation (work sampling, employee/diary log), interviewing and questionnaires.
• Identify jobs and review existing documentation
- Explain process to Managers and Employees
- Conduct Job Analysis using Interviews, Questionnaires, or Observations
- Prepare job descriptions and specifications
- Maintain and update job descriptions and specifications.
• The nature of jobs and work is changing. The nature of some jobs is shifting to reflect the competitive demands faced by the organization. Competence is the ability to perform certain actions, a set of features necessary to perform the job. Each of the elements of competence profile refers to a specific dimension of the work. For an assignment and examples of competency descriptions please see the attached slides.
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Title:
Job analysis
Keywords
job description, competencies, recruitment, selection, assessment centre
Author:
AGH
Languages:
English
Description:
• Job analysis is one of the first steps in the recruitment and selection process. It is aimed at analysing current and future needs in field of employment, identifying of requirements for the openings. The key products of job analysis are: [1] job description, which identifies the tasks, duties and responsibilities in jobs and [2] job specifications, which lists the knowledge, skills and abilities (KSAs) needed to perform a job satisfactorily.
• Job analysis has several behavioral implications that managers should consider: employee’s fears of the process and resistance to change, management’s tendency to overemphasize the current job holder’s qualifications, and the danger that job descriptions will limit managerial flexibility.
• There are few job analysis methods: observation (work sampling, employee/diary log), interviewing and questionnaires.
• Identify jobs and review existing documentation
- Explain process to Managers and Employees
- Conduct Job Analysis using Interviews, Questionnaires, or Observations
- Prepare job descriptions and specifications
- Maintain and update job descriptions and specifications.
• The nature of jobs and work is changing. The nature of some jobs is shifting to reflect the competitive demands faced by the organization. Competence is the ability to perform certain actions, a set of features necessary to perform the job. Each of the elements of competence profile refers to a specific dimension of the work. For an assignment and examples of competency descriptions please see the attached slides.