By Erich P. Prien, Leonard D. Goodstein, Jeanette Goodstein, Louis G. Gamble Jr.
Offering the 1st ebook that gives HR execs with a context for figuring out the significance of doing a formal task research including a step by step advisor to undertaking such an research. This targeted consultant encompasses a sequence of 8 ready-to-use templates that supply the foundation for accomplishing activity analyses for 8 diversified degrees of activity households, from the entry-level to the senior manager/executive
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Providing the 1st e-book that offers HR execs with a context for realizing the significance of doing a formal task research including a step by step advisor to accomplishing such an research. This distinctive consultant includes a sequence of 8 ready-to-use templates that supply the root for engaging in activity analyses for 8 diverse degrees of task households, from the entry-level to the senior manager/executive
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Extra resources for A Practical Guide to Job Analysis
This was done over a period of several months and was widely accepted by both rank-and-file employees and the organization’s board of directors. Moreover, this work enabled the organization to identify where additional resources were needed and where redundancy would WHAT IS A JOB ANALYSIS? 19 provide some resources to fill those gaps. But all of this depended on the first step—the job analyses. Litigation Protection Still another use of job analyses is to reduce an organization’s exposure to litigation based on allegations of discriminatory hiring practices.
Further, the fact that these templates can be downloaded from a website simplifies such editing. THE JOB ANALYSIS TEMPLATES 41 Eight Templates for Job Analysis The eight job family templates, arranged in order of complexity, are as follows with the appendix in which each can be found in parentheses: • Entry Level (Appendix B) • Production/Operations (Appendix C) • Clerical (Appendix D) • Sales and Sales Management (Appendix E) • Clerical/Administrative Services (Appendix F) • Professional Administrative (Appendix G) • Supervisory/First-Line Manager (Appendix H) • Senior Management/Executive (Appendix I) Each template includes two parts, the first of which provides the rater with a list of work activities (WA).
The intent here is to generate content while the group has its ideas clearly in mind and then go back and edit that content to conform to acceptable standards. Having developed an in-depth understanding of the various tasks involved in the job, the next step to identify the necessary requirements to perform the work and then to describe the various levels of job performance. To identify the requirements, the interviewer should ask about what people doing this job need to know and when they need to know it; for example, what tools or equipment are ordinarily used on this job and how skillful does the worker need to be in using them.
A Practical Guide to Job Analysis by Erich P. Prien, Leonard D. Goodstein, Jeanette Goodstein, Louis G. Gamble Jr.