Human Resources Planning and Job Analysis

The ability to see clearly at different distances, important for tasks requiring visual accuracy.

The ability to distinguish colors accurately, essential for jobs involving color identification.

The ability to hear sounds clearly, crucial for jobs involving communication or detecting warnings.

The ability to understand and use spoken language, necessary for jobs requiring communication.

The ability to move around, essential for jobs requiring physical mobility.

The ability to lift and carry objects, important for jobs involving physical labor.

The ability to use hands and eyes together for precise movements, crucial for tasks requiring coordination.

The ability to read and understand written information, necessary for jobs requiring literacy.

A brief summary of the job's purpose, including how it's done and why it's important.

A detailed list of the tasks and responsibilities associated with a job.

Information about the work environment, including physical conditions, hours, safety, and other factors.

A process where selected jobholders and supervisors review the job description for accuracy and completeness.

A system used in Canada to classify occupations based on their skills, knowledge, and duties.

A unique code assigned to each occupation within the NOC system.

The highest level of the NOC system, grouping jobs with similar characteristics.

A category within a major group, further refining the field.

The process of gathering information about a job, including its tasks, responsibilities, and required skills.

Senior management and key supervisors play a critical role in selecting jobs for job analysis because these choices can significantly influence the company's strategic success and overall HR policies.

Information about a job can be obtained from various sources, including the jobholder, supervisors, job experts, and even publicly available resources like industry journals and government databases.

The jobholder, being directly involved with the work, provides the most in-depth knowledge about the job.

Supervisors, with oversight of the job, offer a broader perspective on the job's context, responsibilities, and performance expectations.

Professionals with expertise in a particular job or industry can provide valuable insights into job requirements and best practices.

Government databases, professional journals, and industry publications offer a wealth of information on job descriptions, industry trends, and best practices.

The type, quantity, and geographic spread of jobs chosen for analysis impact the selection of data collection methods.

The first phase of job analysis, involving getting familiar with the organization's goals, strategies, and structure to understand the context of the jobs to be analyzed.

A crucial step in preparation, it involves understanding organizational goals, strategies, structure, and desired outcomes to ensure job analysis aligns with overall business objectives.

A key step in preparation, involving identifying and understanding the specific purposes for which the gathered job analysis data will be used.

The second phase in job analysis, focusing on collecting information about specific jobs through various methods like interviews, observations, and questionnaires.

The third and final phase of job analysis, involving the use of gathered job data to optimize various HR activities, leading to improved organizational effectiveness.

A thorough analysis of job requirements to identify and potentially eliminate any requirements that could unfairly discriminate against potential candidates.

Matching qualified candidates with job requirements to find the best fit for both the organization and the individual.

A structured approach to organizing and managing jobs based on shared responsibilities, skills, and duties.

A group of jobs within a company or industry that share similar responsibilities, skills, and duties.

A standardized questionnaire used for job analysis, providing information on job tasks, worker traits, and work environment.

A strategy to increase employee motivation and satisfaction by providing opportunities for growth, autonomy, and challenge.

A management approach that involves employees in decision-making processes, fostering a sense of ownership and responsibility.

A collaborative workplace structure where teams work together to achieve common goals, utilizing diverse skills and perspectives.

A specialized digital platform facilitating collaboration, idea sharing, and resource allocation, enabling quick and effective responses to innovation opportunities.

Skills, knowledge, and traits that contribute to job success.

The process of analyzing the work of high performers to identify key skills and traits.

Using competencies to design jobs, performance management systems, recruitment, and development programs.

The legal defensibility of using broad, job-spanning competencies in HR decisions.

A company's mission, vision, and values that guide its actions and decisions.

A business model where a company sources its products from natural resources, like wild foods.

The process of gathering and collecting wild foods, often in seasonal and remote locations.

The practice of ethically and sustainably sourcing wild foods, respecting natural resources and minimizing environmental impact.