Job And Task Analysis

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Job And Task Analysis

  1. 1. Donna Adame<br />November 12, 2009<br />Job and Task Analysis<br />
  2. 2. Table of Contents<br />Job Analysis Definition<br />Job Analysis Methods<br />Job Analysis Purpose & Uses<br />Job Analysis Process<br />Strategic Employment Planning Process<br />Job Analysis Guidelines<br />
  3. 3. Job Analysis Defined<br /><ul><li>Job analysis is a process of obtaining pertinent information about a job.
  4. 4. Job analysis includes performing a detailed and systematic study of information relating to the tasks and responsibilities of a specific job.
  5. 5. Tasks include;
  6. 6. What functions the employee performs
  7. 7. How the functions are done
  8. 8. Why the functions are performed
  9. 9. What skills are required to perform the functions
  10. 10. What education is required to perform the functions
  11. 11. What training is required to perform the functions
  12. 12. The relationship of the position and functions to other job positions and functions
  13. 13. What are the physical demands required to perform the functions
  14. 14. In what environmental conditions will the job functions be performed</li></ul>Source: www.hr-guide.com  <br />
  15. 15. Job Analysis Methods <br /><ul><li>Observation method
  16. 16. Job analyst directly observes employees or reviews film of workers performing job functions
  17. 17. Individual interview method
  18. 18. Job incumbents are selected and extensively interviewed
  19. 19. Group interview method
  20. 20. Job incumbents are interviewed simultaneously
  21. 21. Structured questionnaire method
  22. 22. workers complete a specifically designed questionnaire
  23. 23. Technical conference method
  24. 24. uses supervisors with an extensive knowledge of the job
  25. 25. Diary method
  26. 26. job incumbents record their daily activities</li></ul>http://www.opm.gov/deu/Handbook_2007/DEO_Handbook.pdf#page=274<br />
  27. 27. Job Analysis Purpose & Uses<br /><ul><li>Organization and Manpower Planning;
  28. 28. Defining organizational structure
  29. 29. Defining labor needs
  30. 30. Recruitment and Candidate Selection
  31. 31. Identification of responsibilities, education, skill sets, physical requirements
  32. 32. Guidelines for hiring, training, placement, transfer and promotion
  33. 33. Wage and Salary Administration
  34. 34. Establish wage and salary guidelines
  35. 35. Establish pay scale based on market area, position, qualifications
  36. 36. Employee Training and Management Development
  37. 37. Development program design
  38. 38. Training course design
  39. 39. Performance Appraisal
  40. 40. Define performance standards
  41. 41. Define evaluation criteria</li></ul>Source: http://www.dol.gov/dol/allcfr/Title_41/Part_60-3/toc.htm<br />
  42. 42. Job Analysis Purpose & Uses<br /><ul><li>Job Identification
  43. 43. Define position in organization
  44. 44. Define title
  45. 45. Define identification coding
  46. 46. Job Characteristics
  47. 47. Define location
  48. 48. Define supervision required
  49. 49. Define tools required
  50. 50. Define working hours
  51. 51. Job Tasks
  52. 52. Define job functions
  53. 53. Define time needed to perform functions
  54. 54. Define complexity of functions
  55. 55. Define importance of functions
  56. 56. Define relativity of other functions and positions</li></ul>Source: http://www.dol.gov/dol/allcfr/Title_41/Part_60-3/toc.htm<br />
  57. 57. Job Analysis Purpose & Uses<br /><ul><li>Job Performance
  58. 58. Define physical functions
  59. 59. Define experience requirements
  60. 60. Define educational requirements
  61. 61. Job Relationship
  62. 62. Define advancement opportunities
  63. 63. Define promotional patterns
  64. 64. Define leadership roles
  65. 65. Define communication channels
  66. 66. Required Personnel Attributes.
  67. 67. Define physical attributes requires
  68. 68. Define mental capabilities & aptitudes
  69. 69. Define social skills
  70. 70. Health and Safety
  71. 71. Identify conditions and environments
  72. 72. Develop corrective actions to ensure health & safety</li></ul>Source: http://www.dol.gov/dol/allcfr/Title_41/Part_60-3/toc.htm<br />
  73. 73. Job Analysis Process<br />
  74. 74. Strategic Employment Planning Process<br />Source: www.exploreHR.org<br />
  75. 75. Job Analysis Guidelines<br /><ul><li>Valid information on current job analysis and studies
  76. 76. Job analysis implemented by other successful companies
  77. 77. Past and present failures and successes
  78. 78. Past and current information sources
  79. 79. Show trends and similarities
  80. 80. General Management
  81. 81. Establish a need for the program
  82. 82. Resolve conflict
  83. 83. Supervisory Management
  84. 84. Review and approve the results
  85. 85. Implement the program
  86. 86. Employees
  87. 87. Add their on hand experience
  88. 88. Bring up any facts unknown by management</li></ul>Source: http://www.opm.gov/deu/Handbook_2007/DEO_Handbook.pdf#page=274<br />
  89. 89. Marketing Analyst<br />POSITION SUMMARY<br />Advise the President and Sales Manager regarding the company’s marketing programs. Assist with planning, directing, controlling, and coordinating the marketing of the company’s products and services. <br />RESPONSIBILITIES The incumbent will undertake any or all of the following duties:<br />Design various marketing, communications and promotional materials, including brochures, project profiles, advertisements, posters and presentations.<br />Develop strategies for effectively using marketing material. <br />Provide direction and guidance for functions and projects, such as: advertising campaigns, trade show themes and similar customer or product directed activities.<br />Create and maintain project photo library, ensuring project photography is kept up to date, coordinating with photographer as needed.<br />Maintain the corporate website content.<br />Use market, customer and competitor research to develop, analyze and assess product requirements, pricing, market strategy, business strategy, etc. Maintain a consistent market-tracking and competitor tracking database from existing regional data.<br />Source: www.exploreHR.org<br />
  90. 90. Marketing Analyst<br />May assist with maintenance of sales-related databases (i.e. Customer Complaint Report) and the preparation of reports based upon data contained herein.<br />Evaluate market opportunities for existing and future product lines using appropriate consideration of market trends and competitive marketing strategy. Develop market programs consistent with Company strategy <br />Support the development and execution of new product marketing plans. Work to ensure launch readiness and develop product and customer specific marketing programs.<br />Formulate and recommend policies and objectives for the company’s marketing activities.<br />Responsible for selection and approval of advertising agency.<br />Support other staff and departments on an individual project or task basis.<br />Monitor performance against budget objectives.<br />Monitor and enforce all applicable quality health, safety, and environmental regulations.<br />Must be available and willing to travel to such locations and with such frequency as the employer determines necessary or desirable to meet its business needs.<br />Perform other related duties as assigned or indicated by responsibilities.<br />Perform all duties as assigned by management.<br />Source: www.exploreHR.org<br />
  91. 91. Marketing Analyst<br />SCOPE AND IMPACT (As applicable)<br />Sales/Service Volume <br />Cost of Expenses Supervised <br />Assets Controlled <br />Number of Employees Supervised (Direct/Indirect) <br />COMPLEXITY OF TASKS<br />Work requires judgment and ability to render recommendations and / or decisions where policies and procedures are not clearly defined. Errors in judgment or failure to achieve results could result in the expenditure of a large amount of company resources to correct.<br />TRAINING/EDUCATION, EXPERIENCE, AND SPECIAL SKILLS REQUIRED<br />Bachelor’s degree required with experience in Marketing, Finance and Economics preferred.<br /> A minimum of 3 years’ experience in oilfield products / service, or a closely associated industry, with some direct manufacturing background and some detailed knowledge of oilfield products and markets preferred. Prior assignments should be directly related to marketing and business planning.<br />Source: www.exploreHR.org<br />
  92. 92. Marketing Analyst<br />TRAINING/EDUCATION, EXPERIENCE, AND SPECIAL SKILLS REQUIRED<br />Ability to communicate effectively at al levels verbally and in writing.<br />Ability to effectively multi-task in a fast paced environment.<br />Project leadership and execution, relationship management, conflict management, time management and presentation skills are critical.<br />Understanding of technical requirements, specifications, documentation, development of marketing & sales collateral.<br />Ability to comprehend and prepare various types of product and market analysis from which sound business decisions can be made.<br />Source: www.exploreHR.org<br />
  93. 93. Marketing Analyst<br />Table 1<br />POSITION FUNCTIONAL REQUIREMENTS<br />Job Title: Marketing Analyst <br />The functions and abilities for successful performance in this position include, but may not be limited to the following:<br />Physical Demands & Working Conditions<br />Table 1 Source: Administaff Services https://www.administaffservices.com <br />
  94. 94. Bibliography<br />Administaffservices.com (2005). Retrieved November 6, 2009 at: https://www.administaffservices.com <br />Exploring HR Management (2009). Retrieved November 6, 2009 at: www.exploreHR.org <br />HR-Guide.com (2009). Retrieved November 6, 2009 at: http://www.hr-guide.com/jobanalysis.htm<br />Rothman, Johanna (2004). Hiring the Best Knowledge Workers, Techies & Nerds: The Secrets and Science of Hiring Technical People. Dorset House Publishing Co., Inc. New York.<br />U.S. Department of Labor (2009). Washington, DC. Retrieved November 6, 2009 at: http://www.dol.gov/dol/allcfr/Title_41/Part_60-3/toc.htm<br /> U.S. Office of Personnel Management (2009). Washington, DC. Retrieved November 6, 2009 at: http://www.opm.gov/deu/Handbook_2007/DEO_Handbook.pdf#page=274<br />

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