Job analysis method, HR Management

a)  Select a real job held by someone who works in a service or administration role as the basis of this assignment. The job holder could be another student, friend, family memberor yourself.

b)  Provide the name of the job holder and their work contact details at the beginning of your assignment (the details of the job holder will be kept confidential by your lecturer). You must have the permission of the job holder for them to be contacted by the assignment marker.

c) In approximately 100 words,briefly describe the job analysis method you have used to collect the job information.

d) Use the information you have collected to prepare the job analysis documentation in task 2.

Do not use a job description and/or person specification/competency profile already written.  The documentation must be your own work.


Using the job analysis information gathered directly from the job holder, produce a job descriptionthat includes: Organisation name, job title, reporting relationships, statement of purpose, 4-6 key results areasand performance standards for each key result area.


a) Produce a person specification based on the job description.This should include essentialknowledge, skills and abilities(KSAs)of a person to be able to effectively perform the job. KSAs should be described in sufficient detail so that job applicants can be measured against them during the employee selection process.


b) Produce a competency profile that includes both generic competencies that applyto the occupational group and competenciesrelevant to the job that are described in sufficient detail so that job applicants can be measuredagainst them during the employee selection process.

The person specification/competency profile should use non-discriminatory criteria, i.e.comply with the Human Rights Act 1993.


Briefly explain how the principles of one job designapproach(e.g. job enlargement, job enrichment, etc.) or one job design theorycould influence the job you have described in the job description, so that the jobpotentially leads to improved organisational effectiveness and employee job satisfaction.

Posted Date: 2/27/2013 3:07:34 AM | Location : United States

Related Discussions:- Job analysis method, Assignment Help, Ask Question on Job analysis method, Get Answer, Expert's Help, Job analysis method Discussions

Write discussion on Job analysis method
Your posts are moderated
Related Questions
Question 1: Hospitality and tourism operators have recognised that in order to compete effectively in a turbulent environment, they need to differentiate themselves from the

Social Information Processing Model Employees adopt behaviors and attitudes in response to the social cues of others by whom they have to contact. This means that an employee's

Q. What do you mean by Expartite enquiry? Expartite enquiry : when the work man does not turn up for the enquiry without notice or reasonable cause or refuses to participate o

Question 1: (a) Define training in an Organisation. (b) Why is it important to analyse (i) Business and human resource plan (ii) Job analysis for training needs purp

Discovering or identifying training needs: a training programme should be established only when it is felt that it would assists in the solution of specific operational problems. T

Oral warnings: whenever an employee commits minor omissions he may be given an oral reprimand by the superior concerned. In such cases, the superior should enlighten the employee a

Note taking is a key skill and is a very important part of reading. It has two purposes: ¨ aiding understanding - by picking out the key points, summarising and restating the ma

im a new one.plz help me in hr assignment

Arguments against workers participation: workers participation is always not favoured by managers because of the following factors: 1. Inefficient workers: some managers discou

Recruitment and Selection Recruitment is the procedure of locating and encouraging potential applicants to apply for present or anticipated job opening. The selection procedur