Job Analysis PDF

**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.