A systematic study of the duties of a job,the knowledge and skills required,and other factors such as judgment,decision-making,contacts,and financial impact. Job analysis provides the information needed to conduct job evaluation.
This is a process which details the criteria for successful job performance. There are many ways to conduct a job analysis. Some are sophisticated and time sensitive. Typically, job analysis focuses on tasks, responsibilities, accountabilities, knowledge and skill requirements, and any other criteria for successful job performance.
1. The gathering and analyzing of data about a specific job so that a job description and job specification can be written; 2. An assessment that defines jobs and the behaviors necessary to perform them.
This is a method for producing systematic information about a specific job or role. It informs upon the knowledge, skills, abilities and other attributes (KSAOs) required to effectively perform a job. The information generated from a job analysis can be used to assist a wide range of activities including designing structured interviews, providing job specifications/descriptions, complying with legal requirements etc.
A systematic method for gathering, documenting, and analyzing information about the content, context, and requirements of the job. It demonstrates that there is a clear relationship between the tasks performed on the job and the competencies/KSAs required to perform the tasks. Job analysis information is used to develop employee selection procedures, identify training needs, define performance standards, and other uses.
a process which may involve interviewing, observing, surveying job holders or job experts in order to identify job demands and the underpinning personal attributes required to function effectively in the role. A job analysis, although notionally the starting point of an assessment process, is often neglected, leading to inappropriate materials or methods being used.
The systematic, formal study of the duties and responsibilities that comprise job content. The process seeks to obtain important and relevant information about the nature and level of the work performed and the specifications required for an incumbent to perform the job at a competent level.
Breaking down the complexity of a person's job into logical parts such as duties and tasks. It identifies and organizes the knowledge, skills, and attitudes required to perform the job correctly. This is accomplished by gathering task activities and requirements by observation, interviews, or other recording systems.
A process for collecting information that describes in detail the criteria for successful job performance. Typically, job analysis focuses on tasks, responsibilities, knowledge and skill requirements, and any other abilities for successful job performance.
a technique for studying a teaching job in terms of the knowledge, skills, and abilities (KSAs) needed to perform the job in a minimally acceptable manner as well as the functions and tasks that are performed as part of the job. This process may involve observation of teachers while they are doing their jobs as well as interviews with these teachers, and possibly their supervisors, and review of such documents as job descriptions, school procedures, and teacher products.
Involves the systematic study of an occupation in terms of what the worker does in relation to data, people, and things; the methods and techniques employed, the machines, tools, equipment, and work aids used; the materials, products, subject matter or services which result, and the traits required of the worker. [Click Here To Return To List
A documented method, that may involve a meeting with the employee, to establish understanding of a job. Typically this involves breaking the job down into component parts to establish job understanding which is often followed by job evaluation.