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Job And Task Analysis
 

Job And Task Analysis

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    Job And Task Analysis Job And Task Analysis Presentation Transcript

    • Donna Adame
      November 12, 2009
      Job and Task Analysis
    • Table of Contents
      Job Analysis Definition
      Job Analysis Methods
      Job Analysis Purpose & Uses
      Job Analysis Process
      Strategic Employment Planning Process
      Job Analysis Guidelines
    • Job Analysis Defined
      • Job analysis is a process of obtaining pertinent information about a job.
      • Job analysis includes performing a detailed and systematic study of information relating to the tasks and responsibilities of a specific job.
      • Tasks include;
      • What functions the employee performs
      • How the functions are done
      • Why the functions are performed
      • What skills are required to perform the functions
      • What education is required to perform the functions
      • What training is required to perform the functions
      • The relationship of the position and functions to other job positions and functions
      • What are the physical demands required to perform the functions
      • In what environmental conditions will the job functions be performed
      Source: www.hr-guide.com  
    • Job Analysis Methods
      • Observation method
      • Job analyst directly observes employees or reviews film of workers performing job functions
      • Individual interview method
      • Job incumbents are selected and extensively interviewed
      • Group interview method
      • Job incumbents are interviewed simultaneously
      • Structured questionnaire method
      • workers complete a specifically designed questionnaire
      • Technical conference method
      • uses supervisors with an extensive knowledge of the job
      • Diary method
      • job incumbents record their daily activities
      http://www.opm.gov/deu/Handbook_2007/DEO_Handbook.pdf#page=274
    • Job Analysis Purpose & Uses
      • Organization and Manpower Planning;
      • Defining organizational structure
      • Defining labor needs
      • Recruitment and Candidate Selection
      • Identification of responsibilities, education, skill sets, physical requirements
      • Guidelines for hiring, training, placement, transfer and promotion
      • Wage and Salary Administration
      • Establish wage and salary guidelines
      • Establish pay scale based on market area, position, qualifications
      • Employee Training and Management Development
      • Development program design
      • Training course design
      • Performance Appraisal
      • Define performance standards
      • Define evaluation criteria
      Source: http://www.dol.gov/dol/allcfr/Title_41/Part_60-3/toc.htm
    • Job Analysis Purpose & Uses
      • Job Identification
      • Define position in organization
      • Define title
      • Define identification coding
      • Job Characteristics
      • Define location
      • Define supervision required
      • Define tools required
      • Define working hours
      • Job Tasks
      • Define job functions
      • Define time needed to perform functions
      • Define complexity of functions
      • Define importance of functions
      • Define relativity of other functions and positions
      Source: http://www.dol.gov/dol/allcfr/Title_41/Part_60-3/toc.htm
    • Job Analysis Purpose & Uses
      • Job Performance
      • Define physical functions
      • Define experience requirements
      • Define educational requirements
      • Job Relationship
      • Define advancement opportunities
      • Define promotional patterns
      • Define leadership roles
      • Define communication channels
      • Required Personnel Attributes.
      • Define physical attributes requires
      • Define mental capabilities & aptitudes
      • Define social skills
      • Health and Safety
      • Identify conditions and environments
      • Develop corrective actions to ensure health & safety
      Source: http://www.dol.gov/dol/allcfr/Title_41/Part_60-3/toc.htm
    • Job Analysis Process
    • Strategic Employment Planning Process
      Source: www.exploreHR.org
    • Job Analysis Guidelines
      • Valid information on current job analysis and studies
      • Job analysis implemented by other successful companies
      • Past and present failures and successes
      • Past and current information sources
      • Show trends and similarities
      • General Management
      • Establish a need for the program
      • Resolve conflict
      • Supervisory Management
      • Review and approve the results
      • Implement the program
      • Employees
      • Add their on hand experience
      • Bring up any facts unknown by management
      Source: http://www.opm.gov/deu/Handbook_2007/DEO_Handbook.pdf#page=274
    • Marketing Analyst
      POSITION SUMMARY
      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.
      RESPONSIBILITIES The incumbent will undertake any or all of the following duties:
      Design various marketing, communications and promotional materials, including brochures, project profiles, advertisements, posters and presentations.
      Develop strategies for effectively using marketing material.
      Provide direction and guidance for functions and projects, such as: advertising campaigns, trade show themes and similar customer or product directed activities.
      Create and maintain project photo library, ensuring project photography is kept up to date, coordinating with photographer as needed.
      Maintain the corporate website content.
      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.
      Source: www.exploreHR.org
    • Marketing Analyst
      May assist with maintenance of sales-related databases (i.e. Customer Complaint Report) and the preparation of reports based upon data contained herein.
      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
      Support the development and execution of new product marketing plans. Work to ensure launch readiness and develop product and customer specific marketing programs.
      Formulate and recommend policies and objectives for the company’s marketing activities.
      Responsible for selection and approval of advertising agency.
      Support other staff and departments on an individual project or task basis.
      Monitor performance against budget objectives.
      Monitor and enforce all applicable quality health, safety, and environmental regulations.
      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.
      Perform other related duties as assigned or indicated by responsibilities.
      Perform all duties as assigned by management.
      Source: www.exploreHR.org
    • Marketing Analyst
      SCOPE AND IMPACT (As applicable)
      Sales/Service Volume
      Cost of Expenses Supervised
      Assets Controlled
      Number of Employees Supervised (Direct/Indirect)
      COMPLEXITY OF TASKS
      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.
      TRAINING/EDUCATION, EXPERIENCE, AND SPECIAL SKILLS REQUIRED
      Bachelor’s degree required with experience in Marketing, Finance and Economics preferred.
       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.
      Source: www.exploreHR.org
    • Marketing Analyst
      TRAINING/EDUCATION, EXPERIENCE, AND SPECIAL SKILLS REQUIRED
      Ability to communicate effectively at al levels verbally and in writing.
      Ability to effectively multi-task in a fast paced environment.
      Project leadership and execution, relationship management, conflict management, time management and presentation skills are critical.
      Understanding of technical requirements, specifications, documentation, development of marketing & sales collateral.
      Ability to comprehend and prepare various types of product and market analysis from which sound business decisions can be made.
      Source: www.exploreHR.org
    • Marketing Analyst
      Table 1
      POSITION FUNCTIONAL REQUIREMENTS
      Job Title: Marketing Analyst
      The functions and abilities for successful performance in this position include, but may not be limited to the following:
      Physical Demands & Working Conditions
      Table 1 Source: Administaff Services https://www.administaffservices.com
    • Bibliography
      Administaffservices.com (2005). Retrieved November 6, 2009 at: https://www.administaffservices.com
      Exploring HR Management (2009). Retrieved November 6, 2009 at: www.exploreHR.org
      HR-Guide.com (2009). Retrieved November 6, 2009 at: http://www.hr-guide.com/jobanalysis.htm
      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.
      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
      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