Job Analysis Procedure

JOB ANALYSIS PROCEDURE 1. arm preliminary phone line information a. Review existing documents b. Prepare a preliminary list of duties c. Make note of major items that are ill-defined 2. Conduct interviews a. It is recommended that the first interview be conducted with someone who can propose an overview of the melody and how the major duties fit together b. The interviewers are considered subject take experts c. The job incumbent to be interviewed should represent the typical employee who is knowledgeable more or less the job d.The interviewees should be selected with the view toward obtaining an appropriate race/sex fuse 3. Consolidate job information a. The consolidated phase of the job look at the involves piecing together the data obtained from several sources into one coherent and comprehensive job description b. A subject matter expert should be affectionate as a resource person to the job analyst c. go through for initial preliminary lists of duties and questions. A ll must be answered or sustain 4. Verify job description a. The verification phase involves bringing all in all the interviewees together b.The verification process is conducted in a group saddle horse c. Line by line, the job analyst goes through the entire job description and makes notes of any omissions, ambiguities, or needed clarifications JOB CONTENT refers to the activities mandatory of the job. One widely used method, FUNCTIONAL JOB ANALYSIS (FJA), depict jobs in terms of 1. What the histrion does in relation to data, people, and jobs. 2. What methods and techniques the worker uses 3. What machines, tools, and equipment the worker uses 4. What materials, products, subject matter, or services the worker produce