Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. This process is used to determine placement of jobs. Under NU Values the decision-making in this area is shared by units and Human Resources. Specific internal approval processes will be determined by the unit's organizational leadership. Show
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Job analysis defines the organization of jobs within a job family. It allows units to identify paths of job progression for employees interested in improving their opportunities for career advancement and increasing compensation. A relative value is placed on the differing factors described in the Zone Placement Matrix. All new and existing positions will be assigned to a job family and zone using the job analysis process. This process is designed to place positions into families and zones based upon assigned duties, qualifications and competencies as measured by the five criteria found in the Zone Placement Matrix. Organizational unit leaders are encouraged to consult with Human Resources for guidance at any step in the job analysis process. Determine the Exempt/Non-Exempt and Managerial/Professional or Office/Service StatusThe exempt/nonexempt and Managerial/Professional-Office/Service status of each job will be assigned by Human Resources. Exempt-nonexempt status is based upon an interpretation of the Fair Labor Standards Act (FLSA) as it relates to the duties and responsibilities of each job. Managerial/Professional or Office/Service status correlates closely with exempt/nonexempt and impacts some benefits of the job.
Needs Analysis: How to determine training needsChapter Highlights
Training Needs Analysis: The process of identifying training needs in an organization for the purpose of improving employee job performance. IntroductionToday's work environment requires employees to be skilled in performing complex tasks in an efficient, cost-effective, and safe manner. Training (a performance improvement tool) is needed when employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training. The identification of training needs is the first step in a uniform method of instructional design. A successful training needs analysis will identify those who need training and what kind of training is needed. It is counter-productive to offer training to individuals who do not need it or to offer the wrong kind of training. A Training Needs Analysis helps to put the training resources to good use. Types of Needs AnalysesMany needs assessments are available for use in different employment contexts. Sources that can help you determine which needs analysis is appropriate for your situation are described below.
Principle of Assessment: Use assessment instruments for which understandable and comprehensive documentation is available. Knowledge, Skills, and AbilitiesToday's workplace often requires employees to be independent thinkers responsible for making good decisions based on limited information. This kind of work may require training if the employee does not have these skills. Below is a list of various competencies that employees may be required to posess in order to perform their jobs well.
Are any of these KSA's required before the employee is hired? Are the required KSA's included in any job postings or advertisements? Do they need to be? TechniquesSeveral basic Needs Assessment techniques include:
Conducting an Organizational AnalysesDetermine what resources are available for training. What are the mission and goals of the organization in regards to employee development? What support will te senior management and managers give toward training? Is the organization supportive and on-board with this process? Are there adequate resources (financial and personnel)? Conducting a Work / Task AnalysisInterview subject matter experts (SME's) and high performing employees. Interview the supervisors and managers in charge. Review job descriptions and occupational information. Develop an understanding of what employees need to know in order to perform their jobs. Important questions to ask when conducting a Task Analysis:
Observe the employee performing the job. Document the tasks being performed. When documenting the tasks, make sure each task starts with an action verb. How does this task analysis compare to existing job descriptions? Did the task analysis miss any important parts of the job description? Were there tasks performed that were omitted from the job description? Organize the identified tasks. Develop a sequence of tasks. Or list the tasks by importance. Are there differences between high and low performing employees on specific work tasks? Are there differences between Experts and Novices? Would providing training on those tasks improve employee job performance? Most employees are required to make decisions based on information. How is information gathered by the employee? What does the employee do with the information? Can this process be trained? Or, can training improve this process? Cognitive Task AnalysisDevelop a model of the task. Show where the decision points are located and what information is needed to make decisions and actions are taken based on that information. This model should be a schematic or graphic representation of the task. This model is developed by observing and interviewing the employees. The objective is to develop a model that can be used to guide the development of training programs and curriculum. Since the training is based on specific job tasks, employees may feel more comfortable taking the effort to participate in training. Gather information about how the task is performed so that this can be used to form a model of the task. Review job titles and descriptions to get an idea of the tasks performed. Observe the employee performing the job. Review existing training related to the job. Make sure you observe both experts and novices for comparison. Critical Incident AnalysisCritical Incident Interview Guide. Conducting a Performance AnalysisThis technique is used to identify which employees need the training. Review performance appraisals. Interview managers and supervisors. Look for performance measures such as benchmarks and goals. Sources of performance data:
Are there differences between high and low performing employees on specific competencies? Would providing training on those competencies improve employee job performance? Checklist for Training Needs AnalysisIt is helpful to have an organized method for choosing the right assessment for your needs. A checklist can help you in this process. Your checklist should summarize the kinds of information discussed above. For example, is the assessment valid for your intended purpose? Is it reliable and fair? Is it cost-effective? Is the instrument likely to be viewed as fair and valid by the participants? Also consider the ease or difficulty of administration, scoring, and interpretation given available resources. Click here for a sample checklist that you may find useful. Completing a checklist for each test you are considering will assist you in comparing them more easily. What is the process of identifying the requirements of the job?A job analysis is often known as the process used to identify the tasks, responsibilities, skills, objectives, and work environment for a specific job. What is the meaning of job analysis?Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. This process is used to determine placement of jobs. Under NU Values the decision-making in this area is shared by units and Human Resources. What is job analysis and process of job analysis?Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people who should be hired for their goal. It provides to write job descriptions and job specifications, which are utilized in recruitment and selection, compensation, performance appraisal, and training. What is job identification in HRM?The job Analysis process in HRM helps to identify the requirement of a job and describe the suitability of a person who is supposed to perform the job. Information on job analysis is used in order to prepare job descriptions and specifications. What is the process of identifying the requirements of the job?The job requirement identification generally involves the following process are: 1. Conducting Job Analysis, 2. Job Description and 3. Job Specification.
What is the process of determining the duties and skill requirements of a job and the kind of people who should be hired?The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it is Job analysis. A job analysis is a process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.
What is the process of describing and recording aspects of jobs and specifying the skills and other requirements necessary to perform the job?Job analysis is a systematic process of collecting the information on nature of a job, qualities and qualifications required to a job, physical and mental capabilities to required to a job, duties and responsibilities, physical and mental effort required to perform a job, necessary skills required to perform a job, ...
What is the process of job analysis?Job analysis refers to a systematic process of collecting all information about a specific job, including skill requirements, roles, responsibilities and processes in order to create a valid job description.
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What is the process of identifying key skills and abilities required for jobs and roles in an Organisation?
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