Job Analysis
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FAQ
Be Consistent. Job questionnaires often ask similar questions more than once. Be Decisive. Don't Volunteer Unnecessary Information. Don't Object to the Questions. Outwit the Test. Other Techniques.
Job Analysis answers this six questions. 1-What physical & mental tasks does the worker accomplish?;A 2-When is the job to be completed?; 3-Where is the job to be accomplished? 4-How does the worker do the job?; 5-Why is the job done?;A 6-What qualifications are needed to perform the job?
Determine the purpose for conducting job analysis. Identify the jobs to be analyzed. Review relevant background data. Plan and execute the job analysis project. Write the job description and job specifications. Periodic review.
Job analysis is the process of studying a job to determine which activities and responsibilities it includes, its relative importance to other jobs, the qualifications necessary for performance of the job and the conditions under which the work is performed.
A job analysis is a method of collecting data in which the duties of a given job are determined and then assigned relative importance. It may also include information about the skills and training necessary to perform a certain job.
STEP 1: COLLECT INFORMATION ABOUT THE JOB. A good place to start is by reviewing materials that describe the work performed on the job. STEP 2: LIST THE TASKS. STEP 3: IDENTIFY THE CRITICAL TASKS. STEP 4: IDENTIFY THE CRITICAL COMPETENCIES.
Explain the individual tasks that make up the significant function/priority. Describe the decisions you make. Estimate the amount of time you spend on this function. Select the box to indicate if the task is new or existing.
General Instructions. Please read each question carefully before answering it. Basic Job Summary. In a few sentences, summarize the overall purpose of the job. Essential Job Functions. Additional Questions Key Result Areas. Job Requirements. Physical & Environmental Demands. Scope of Responsibility. Other Comments.
An example of a job analysis-based form would be one that lists the job's tasks or behaviors and specifies the expected performance level for each. The role of job analysis is crucial here.Various pay-for-performance programs provide rewards to employees who perform their jobs at or above some desired level.
