Job Analysis with Ja Plan
CONTRIBUTING TO THE PROCESS
OF JOB ANALYSIS
3CJA
Activity 1
ANNETTE WILD
TUTOR: BEV SUTHERST
SUBMISSION DATE: 03/10/2011
1. INTRODUCTION
This report aims to briefly explain the principles and purposes of job analysis and the reasoning behind it. I will describe 3 of the most common methods used in job analysis and explore the advantages and disadvantages of the methods. I will also give details of a basic job analysis plan and how it was carried out.
2. FINDINGS
THE PURPOSES, PRINCIPLES AND PRACTICES OF JOB ANALYSIS
Job analysis is the process used to collect as much data as possible about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job
A typical outcome of job analysis would be a specific job description and person specification for a particular post. Additional outcomes could include improvements in recruiting strategies, position postings and advertisements, workforce planning, staffing levels and workforce training needs.
Job analysis aims to answer questions such as: 1. Why does the job exist? 2. What physical and mental activities does the worker undertake? 3. When is the job to be performed? 4. Where is the job to be performed? 5. How does the worker do the job? 6. What qualifications are needed to perform the job? 7. What are the working conditions (such as levels of temperature, noise, offensive fumes, light) 8. What machinery or equipment is used in the job? 9. What constitutes successful performance?
There are several ways to conduct a job analysis, including: interviews with employees and supervisors, questionnaires (structured, open-ended, or both), observation, and gathering background information such as work diaries, statements or classification specifications. In job analysis conducted by HR professionals, it is common to use more than one of these methods.
Methods of Job Analysis
Observation Methods
Observation of work activities
OF JOB ANALYSIS
3CJA
Activity 1
ANNETTE WILD
TUTOR: BEV SUTHERST
SUBMISSION DATE: 03/10/2011
1. INTRODUCTION
This report aims to briefly explain the principles and purposes of job analysis and the reasoning behind it. I will describe 3 of the most common methods used in job analysis and explore the advantages and disadvantages of the methods. I will also give details of a basic job analysis plan and how it was carried out.
2. FINDINGS
THE PURPOSES, PRINCIPLES AND PRACTICES OF JOB ANALYSIS
Job analysis is the process used to collect as much data as possible about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job
A typical outcome of job analysis would be a specific job description and person specification for a particular post. Additional outcomes could include improvements in recruiting strategies, position postings and advertisements, workforce planning, staffing levels and workforce training needs.
Job analysis aims to answer questions such as: 1. Why does the job exist? 2. What physical and mental activities does the worker undertake? 3. When is the job to be performed? 4. Where is the job to be performed? 5. How does the worker do the job? 6. What qualifications are needed to perform the job? 7. What are the working conditions (such as levels of temperature, noise, offensive fumes, light) 8. What machinery or equipment is used in the job? 9. What constitutes successful performance?
There are several ways to conduct a job analysis, including: interviews with employees and supervisors, questionnaires (structured, open-ended, or both), observation, and gathering background information such as work diaries, statements or classification specifications. In job analysis conducted by HR professionals, it is common to use more than one of these methods.
Methods of Job Analysis
Observation Methods
Observation of work activities