5. PROCESS OF JOB ANALYSIS
Organizational
Analysis
Selection of
representative
positions to be
analysed
Collection of
job analysis
Developing Job
Description and
Job
Specification
11. 5.OCCUPATIONAL INFORMATION NETWORK (O-NET)
Occupational information Network (O*NET) is a free online
database that contains hundreds of occupational definitions to
help students, job seekers, businesses and workforce
development professionals to understand today's world of work in
the United States. It was developed under the sponsorship of the
US Department of Labor/Employment and Training Administration
(USDOL/ETA
12. 6. Others are :
•Technical
Conference
•Task Inventory
Analysis
•Self –
Recording of
Diary
Repertory
Grid
13. Selection & Recruitment
Training
Performance Appraisal
Job Design & Re – Design
Job Evaluation
Compensation and Benefits
Support Legality of
Employment Practices
Safety and Health
14.
15. Lack of Support form Top Management
Relies on Single Method for Data Collection
Lack of Training/Motivation
Non – Involvement of Supervisor and Employee
Employees’ Fears
Need to Update Gathered Information
16. • Make the job analysis a joint effort ( HR Manager, Worker,
Supervisors)
• Make sure question and process both are clear to employee
• Determination of minimum job requirements
• Use of various methods
17. Sample job analysis to
understand job analysis
better
NOTE- The sample is not meant to be for all type of positions.
This can be updated per your companies policies and job responsibility
Source- Staffing-and-recruiting-essential.com
19. JOB REQUIREMENTS
SUMMARY OF
POSITION
• Research &
identification of
target client
sectors
• Develops &
implementation of
sales process,
follow ups
,presentation, and
closing
procedures.
• Maintain contact
reports, sales
projection and
quota ratios.
JOB DUTIES
• Creation of new
targeted client list
• Maintain
relationship with
initial & potential
clients
• Regular routine &
regular follow up
• Closes sales
• Maintain regular
records &
reporting activity.
COMPUTER
SKILLS &
SOFTWARE USED
• Complete
knowledge of MS-
OFFICE
• Windows
operating system
• CRM software.
REPORTING
STRUCTURE
• Will report to
regional sales
manager
• Participation in
annual sales
meeting is
mandatory.
20. EMPLOYEE REQUIREMENTS
EDUCATION
AND TRAINING
• Bachelor
degree in
business
finance or
accounting or 5
years
experience and
high school
diploma.
• ABC
FINANCIAL
PLANNING
level3 or higher
SKILLS &
APTITUDE
• Fearless cold
caller,250+
outbound calls
per week
• Ability to close
a sale
• Adapt to
changing
financial
conditions and
meet customer
expectations
ENVIRONMENT
& PHYSICAL
• Work in high
volume sales
office
• Able to sit for
prolonged
periods of time
• Able to travel
anytime
LICENSE &
CERTIFICATION
• CFP- certified
financial
planner
• California
drivers license
21. Success factors
Increase market
channel
penetration by 30%
in first year
Develops 3
secondary
channels in first
180 days
Grow referral-
based sales from
15% to 20% in first
year
Grow sales
Recruit and train 2
junior sales
associates by 3rd
quarter
Increase number of
sales presentation
by 20% within 12
months
Implement Web-
meeting
presentation
system to reduce
travel cost by 20%
per year
Develop
sales
department
22. “JUST AS A SEED CANNOT BLOSSOM INTO A FLOWER UNLESS
THE GROUND IS PROPERLY PREPARED, MANY ‘HRM’
PRACTICES
CANNOT BLOSSOM INTO COMPETITIVE ADVANTAGE UNLESS
GROUNDED ON AN ADEQUATE JOB ANALYSIS”
