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job analysis human resource management job design employee training

Summary

This document details job analysis techniques, including direct observation, work method analysis, critical incident technique, interviews, and questionnaires. Job design strategies, such as job rotation, enrichment, enlargement, and simplification, as well as components like skill variety, feedback, task identity, autonomy, and task significance are explained. Employee training and development are also discussed, including technical, soft skills, compliance, and safety training, onboarding, and sales enablement.

Full Transcript

**Job Analysis** The practice of gathering and analyzing details about a particular job, such as responsibilities, day-to-day duties, hard and soft skills. Job analysis is commonly used to develop job descriptions, but the data has other uses too. **Common methods of job analysis** ** Direc...

**Job Analysis** The practice of gathering and analyzing details about a particular job, such as responsibilities, day-to-day duties, hard and soft skills. Job analysis is commonly used to develop job descriptions, but the data has other uses too. **Common methods of job analysis** ** Direct observation-** Requires you to observe an employee in the position while they perform their job duties. ** Work method analysis-** Consider using the work method job analysis for repetitive labor jobs, like assembly line positions. ** Critical incident technique -**The critical incident job analysis technique determines what separates good work performance from poor performance. ** Interview-** With this job analysis method, you interview employees and their supervisors about the specifics of the employee's job. ** Questionnaire-** The questionnaire job analysis method requires employees to answer a list of questions related to their job. **Types of questionnaires can help you conduct a job analysis** ** Position Analysis Questionnaire (PAQ)-** Used to define the duties and responsibilities of a given position. ** Functional Job Analysis (FJA):** Used to perform qualitative analyses, it describes what an employee does. ** Multipurpose Occupational Systems Analysis Inventory-** A survey-based job analysis tool that collects information from employees to determine the core competencies. ** Common Metric Questionnaire (CMQ):** The focus here is on describing jobs at a level that allows the descriptions to be compared across jobs. **Job Design** A process that companies use to create a new job or add duties to an existing job. This allows a company to more easily reach its goals by having more employees perform more tasks within the organization. **Job Design Strategies** **Job rotation** is when a company moves employees between jobs. **Job enrichment** is when a manager or company adds motivational factors to an established job. Job enlargement Job enlargement is when a manager adds tasks within a single position. **Job simplification** is when managers remove tasks rather than adding them. **Duty allocation** is when a company creates a team or group of departments, with each having a specific role. Job crafting Job crafting occurs when employees obtain additional responsibilities in their role over time. **5 Components of Job Design** **1. Skill variety:** This refers to how many skills a specific job requires. **2. Feedback:** The information that employees receive in relation to their effectiveness within a role. **3. Task identity:** Refers to whether a person completes an entire piece of work or contributes to only a piece of it. **4. Autonomy**: Is how much freedom and independence an employee has in their position. **5. Task significance:** Refers to how the job may impact others within or outside the company. **Training and Development** **Employee training and development** -A strategic tool for improving business outcomes by implementing internal educational programs that advance employee growth and retention. **Types of Employee Training and Development** ** Technical training**: training based on a technical product or task. ** Soft skills training**: a subset of skills training that focuses specifically on soft skills. ** Compliance training**: training on actions that are mandated by a law, agency, or policy. ** Safety training**: training that focuses on improving organizational health and safety. ** Corporate training:** focuses on helping workers already employed by an organization obtain new knowledge and skills. ** Onboarding:** is the process through which organizations equip new employees with the knowledge and skills. ** Sales enablement:** is the strategic and cross functional effort to increase the productivity of market-facing teams.

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