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Conducting a Job Analysis Learning Objectives

Tags:  (2014)

A job analysis should be the first step in every major human resources effort. It provides the objective criteria needed for executives to make informed decisions regarding staffing, selection, performance, succession planning and compensation.

Learn how to conduct a job analysis from the ground up: in one day. Through a combination of lecture, discussion, and individual and group exercises, participants are provided with the hands-on experience and knowledge needed to conduct a thorough, legally defensible job analysis.

Key Takeaways

  • Explore the purpose and uses of a job analysis.
  • Gain a better understanding of the legal and professional guidelines for conducting an adequate job analysis.
  • Learn how to select and work with job experts.
  • Examine the variety of job analysis methods and data collection techniques.
  • Find out how to prepare a sampling plan and the criteria for developing an adequate task statement.
  • Explore various methods for deriving knowledge, skill and ability requirements (KSAs) from tasks, and learn about the various approaches and procedures for collecting and analyzing task and KSA ratings.
  • Identify what information should be in a job analysis report, as well as the best practices for documentation and verification.
  • Learn how you can implement what you learned into your organization and job analysis activities.

The IPMA-HR approach to job analysis is flexible enough to be used with any occupation and is applicable for agencies of any size. The resulting data can be used for a variety of human resource activities, such as the establishment of class specifications, the design of training programs, and the development of content-valid selection procedures.

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