Staffing-Ch.4

Staffing-Ch.4 - STRATEGICJOBANALYSIS ANDCOMPETENCY MODELING

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STRATEGIC JOB ANALYSIS  AND COMPETENCY  MODELING Dr. Hazel-Anne M. Johnson Rutgers University
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Learning Objectives 1. Explain why doing a job analysis can be  strategic. 2. Describe the different types of job analyses,  and for what they are used.  3. Define  job description  and  person  specification,  and describe how they are used. 4. Describe the advantages and disadvantages of  different job analysis methods. 5. Describe how to plan a job analysis. 6. Describe how to conduct a job analysis
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Job Analysis Job analysis : a systematic process of identifying and  describing the important aspects of a job and the  characteristics workers need to perform the job well.  Job analyses are used for multiple purposes, including: Determining job entry requirements Developing a company’s strategic recruiting plan Selecting individuals for employment Developing employee training plans Designing compensation systems Developing performance evaluation measures Job analyses also help group jobs into  job families  or  groupings of jobs that either call for similar worker  characteristics or contain parallel work tasks. 
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Job Analysis for Staffing A job analysis that produces a valid selection system  identifies worker characteristics that:  Distinguish superior from average and unacceptable  workers;  Are not easily learned on the job; and  Exist to at least a moderate extent in the applicant  pool.  Future-oriented job analysis : job analysis technique  for analyzing new jobs or analyzing how jobs will look  in the future. 
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Legal Requirements To meet legal requirements, a job analysis must Be valid and identify the worker knowledge, skills,  abilities, and other characteristics necessary to  perform the job and differentiate superior from  barely acceptable workers Be in writing and relevant to the particular job in  question Be derived from multiple sources 
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Practical Reasons to do a Job Analysis
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Job Description A written description of the duties and responsibilities associated 
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This note was uploaded on 11/05/2011 for the course 533 311 taught by Professor Hazel-annejohnson during the Fall '11 term at Rutgers.

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Staffing-Ch.4 - STRATEGICJOBANALYSIS ANDCOMPETENCY MODELING

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