Job Analysis is the process that HR professionals use to identify the tasks required of a job and is used to evaluate what is required of an individual to perform each of the tasks that comprise the job. The job analysis process leads to the creation and/or revision of job descriptions. The job analysis process is also ultimately used to help organizations: 1) identify the type of people to recruit and on what skills and/or characteristics to evaluate them, 2) develop employee orientation and training programs, 3) develop performance evaluation measures, and 4) design employee compensation systems. The most commonly used Job Analysis methods include:
1) Critical Incidents
2) Job Elements
3) Structured Interview
4) Task Inventory
5) Structured Questionnaire
6) Competency Modeling
The general steps typically used to perform a job analysis, include:
1) Get the support of top management.
2) Communicate the purpose of the job analysis to all participants and need to complete tasks objectively.
3) Collect background information and analyze how the job contributes to the company’s business strategy.
4) Generate the tasks statements
5) Generate the KSAO’s
6) Form the job duty and task groupings.
7) Link the KSAOs back to the job duties
8) Collect the critical incidents
9) Weight the job duties
10) Construct a job requirements matrix
11) Write the job description and person specification
Discussion Instructions: Please read all instructions before you begin Step 1.
Step I:
For the first portion of the assignment, you will be conducting basic research on a job of your choice using the O*Net Online Occupational Search (http://www.onetonline.org/) website. Explore O*Net to gain a preliminary understanding of the Knowledge, Skills, Abilities, and Other Characteristics (KSAO’s) typical of the job you’ve selected. Note, to use O*Net, simply enter a job title as a keyword in the Occupational Search box or if you are uncertain about which job title you are interested in – then click on the “find occupation” and search the various drop down titles listed under the various categories provided.
Step 2:
Once you’ve reviewed the type of KSAO that are characteristic of the job you’ve selected, identify a “subject matter expert” who performs the type of job you’ve selected in the above step and interview the individual about the requirements of the job.
Step 3:
Based on your research and interview, develop a Job Requirements Matrix (example can be found on page 102 of the text). Include within the Matrix: the major job duties, tasks, relative job importance (% out of a 100), relative time spent performing the tasks, KSAOs and importance rating of the KSAOs to the task performed.
Step 4:
Then using CareerOneStop (http://www.careerinfonet.org/jobwriter/default.aspx) develop a job description incorporating the basic elements described in Chapter 4, including: Job Title, Identification, Duties and Essential Functions, and Job Specifications. Once completed, attach the matrix and job description you’ve created to your discussion thread.