INTRODUCTION FOR HOW TO WRITE A JOB ANALYSIS (JOB DESCRIPTIONS AND PERSON SPECIFICATIONS)
Job analysis is a systematic procedure that allows companies to acquire insight into the nature of a job.
With this knowledge, companies are better able to create accurate job descriptions and efficient training programmes, as well as maintain a work environment that is both safe and productive.
The format and style for writing job descriptions might be different from any other type of writing that you do in your job. Writing job descriptions is not a complex process, but it requires following a basic format and including specific components.
COURSE OBJECTIVES
Participants will be able to:
- Learn the need for job descriptions and person specifications
- Understand the key components of job analysis
- Know how to write them more efficiently
- Identify challenges of conducting job analysis
- Use job analysis for recruitment and selection, job evaluation and performance management
WHO SHOULD ATTEND
- All those involved in preparing job descriptions and person specifications.
NUMBER OF PARTICIPANTS
- Maximum 20 pax
DURATION
- 2 Days
METHODOLOGY
- Lecture 30 %
- Hands on application
COURSE CONTENT
Module 1 – Introduction
- What is job analysis
- Why is Job Analysis Important?
- Job Analysis vs. Job Description: What’s the Difference?
- What is Job Analysis and Job Evaluation?
- Difference between JA and JE
Module 2 – Key components of job descriptions
- Title
- Job summary
- Job tasks, responsibilities, and authorities
- Job qualifications
- Supervision
- Role and responsibility
- Working conditions
- Salary and benefits
- Common job description template
Module 3 – Competency-Based Job Descriptions
- What is Competency-Based Job Descriptions
- What Does a Competency-Based Job Description Look Like?
- How Do I Identify “Critical Competencies”?
- How to conduct a Competency Analysis
Module 4 – Job Analysis Techniques
- Interviews
- Observation
- Questionnaires
- Work Sampling
- Critical Incident Technique
- Task Inventory (TI)
Module 5 – Steps to Conduct a Job Analysis
- Determine the Purpose and Scope
- Select the Method
- Collect Information
- Analyse the Information
- Develop Job Descriptions
- Validate the Information
- Maintain the Information
- How to conduct a job analysis in practice
- Review the job requirements
- Research similar job descriptions
- Identify the outcomes required for the job
- Examine the job efficiencies
- Determine the skills and training required
- Define the compensation
- Continue to evolve the job
Module 6 – Challenges of Conducting a Job Analysis
- Lack of communication between management and employees
- Inability to maintain a balanced and unbiased approach
- Time-consuming process
- Complex job roles
- Changing work dynamics
- Legal compliance
