Download A Practical Guide to Job Analysis by Erich P. Prien, Leonard D. Goodstein, Jeanette Goodstein, PDF

By Erich P. Prien, Leonard D. Goodstein, Jeanette Goodstein, Louis G. Gamble Jr.

Providing the 1st ebook that gives HR execs with a context for realizing the significance of doing a formal activity research including a step by step consultant to undertaking such an research. This detailed advisor encompasses a sequence of 8 ready-to-use templates that supply the root for engaging in task analyses for 8 diverse degrees of activity households, from the entry-level to the senior manager/executive

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The second part of the template is concerned with the competencies necessary to be successful on these jobs. In the preceding chapter we pointed out that we will be using the term competencies instead of the earlier KSAO rubric. This consists of rating a variety of job-related competencies on how important each is for doing this job, with a rating of ‘‘0’’ indicating that this is not a requirement for doing the this job while a rating of ‘‘5’’ indicates that this requirement is one of the most essential to being fully effective in doing this job.

Employee Training and Development Once a current job analysis becomes available, the competency of current employees in that job becomes apparent. Employees without a high level of the identified necessary competencies will be less productive than they otherwise should be. For example, if a new applicant tracking system is introduced in the HR function, someone has to be hired to manage that system. But, implicit in that decision, is the question of the competency of the existing HR staff to use that new system.

A job family is simply a group of jobs involving more-or-less the same tasks and similar competencies. We faced a dilemma in determining how many templates to develop. On the one hand, we wanted enough templates to cover the many thousands of job titles that exist in our economy, while on the other hand, too many templates would be unwieldy and choosing among them might be problematic. On the basis of both our experience and some field testing, we distilled the many jobs into eight general job families and developed a template for each of these.

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