PowerPoint Presentation

Job Analysis. abstract.

PRESENTATION OUTLINE. HOW DOES IT WORK? WHY IS IT NECESSARY? WHAT IS JOB ANALYSIS & Interview SCORECARD? WHY HOW WHAT Job Analysis 1 2 3.

Process of assessing information about jobs, which includes both the job description and specification..

Interlink with Other Dimensions. JOB ANALYSIS Job Scorecard Performance Recruitment KPI/KRAs.

Types of Information Collected. Information Collected Via Job Analysis Work Activities Performance Standards Job Context Human Requirement Machine, tools, equipment and work aids Human Behaviors.

Sources of Information. Sources of Information Primary Sources Job Incumbents Supervisors/ HOD Secondary Sources Job Description Job Analysis Manuals Occupational Information Network.

Identifying the right people to assess. Department head.

Example: Brand Officer’s Job Purpose The Overall Purpose for this role is to understand what ticks the customers, develop marketing campaigns and communicate to the target audience..

Example: Task Analysis for Brand Officer. Tasks Importance Difficulty Frequency Total Score Mean Score Campaign Development Execution 5 5 5 15 5 Sales Analysis 5 4 4 13 4.33 New Product Launching 5 3.5 4 12.5 4.17 Event Activation 5 3.5 2.5 11 3.67.

Identify required KASOCs corresponding to the critical tasks.

Example: Task Characterization for Brand Officer.

Identification of the most Critical KASOCs. Ask the Incumbents to rate the listed KASOCs individually.