Job Analysis: How to Figure Out What the Job Actually Entails

Definition:

L2: Mission/Vision/ Value (What/how)

L3&4: Job Analysis: How to figure out what the Job actually entails. (expectation)

Job analysis is the process of studying jobs to gather, analyze , synthesize and report information about the job responsibilities and requirements and the conditions under which work is performed.

KSAS: knowledge (the theoretical or practical understanding of a subject); Skill:( (the proficiencies developed through training or experience); Ability (the qualities of being able to do something).

Process: Decide a job to ana; people who provide data; method to gather job data; meet employees; develop; revise

Descriptive: present duties (examine existing doc Sops position descriptions; work products; interview supervisor)+changes (vision work force size tech)

Perspective: Probs and issues (exist doc working planning reports of accomplishments /interview customers agency managers/ skill levels/gaps/ political)

Predictive: in the future (strategic plan policy papers/senior leader policy analysts/mission focus, tech applied; typical transaction)

Task statement: what who how why

Task inventory: rated by importance ; time spent; frequency; difficulty

What to do  (Duties tasks responsibilities) How to do ( Methods/ tools and techs)  why (mission goals product service) Qualification (entry level/training for proficiency/maintaining)

L5: Job description (purpose/who reports/ location/salary/ skills and competencies) Person specification (person quality; qualifications, experiences; essential elements)

Competency Modeling: t a specific, identifiable, definable, and measurable skill or characteristic that is essential for the performance of an activity within a specific business or industry context.”  A competency model is a clear description of what a worker needs to know and be able to do – the knowledge, skills, and abilities – to perform well in a specific job, occupation, or industry.

HR consideration: Technical( Compensation  Talent Management – Recruitment and Selection Training and Development  Employee relations  Employee engagement  Compliance) Behavior & Leadership ( Ethical practice; communication; consultation; critical evaluation; Global cultural effectiveness; relationship management; org leadership; business acumen)

SHRM: Society for Human Resource Management

L6: Performance Management: Performance management is the process of identifying, observing, evaluating, and developing human performance in organizations. (A holistic management process/vertical integration/ Horizontal integration; A multifaceted  and multilevel agreement of input and output) Performance Leadership Frame work (External perception---self perception---self/social dimension---analytical & operational dimension---value dimension)

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