By Erich P. Prien, Leonard D. Goodstein, Jeanette Goodstein, Louis G. Gamble Jr.
Proposing the 1st booklet that offers HR execs with a context for figuring out the significance of doing a formal activity research including a step by step advisor to undertaking such an research. This precise consultant encompasses a sequence of 8 ready-to-use templates that supply the root for undertaking activity analyses for 8 varied degrees of activity households, from the entry-level to the senior manager/executive
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Extra resources for A Practical Guide to Job Analysis
Performance Management Another important use of job analysis is in performance management. Job analyses play an important role in developing or modifying compensation systems and in performance appraisal. Determining the various levels of performance on a given job is an essential aspect of every job analysis. The knowledge of what constitutes an outstanding level of performance, an average level, and a borderline level is a critical aspect of performance management and should be the basis for setting pay and bonuses, the need for training and development, and for virtually all other aspects of the HR function.
Another reason for the lack of stability of jobs is the tendency over time of incumbents to improve the ways in which tasks are performed, whether or not such improvements are known to supervisors and managers, or even if these modifications really 38 A PRACTICAL GUIDE TO JOB ANALYSIS improve either the process or the product. If a job analysis is not current, such changes in how work is accomplished will not be part of the job description. In this section we have focused on why job analyses and job descriptions may not be as accurate as expected.
These interviews must be conducted by a skilled, trained interviewer who has both some understanding of the job being analyzed and the nature of work in general, as these provide the necessary background for asking questions and probing answers for more detailed and complete answers from those being interviewed. Individual Interviews. There are several sources of information about a job, all of whom can be interviewed, either singly or in small groups. These include current incumbents of the job, supervisors of the job, and others who are often referred to as subject-matter experts (SMEs).
A Practical Guide to Job Analysis by Erich P. Prien, Leonard D. Goodstein, Jeanette Goodstein, Louis G. Gamble Jr.