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Job Analysis for Training and Selection

The document outlines the applications of Job Analysis in various HR functions including training needs assessment, compensation, selection procedures, and performance reviews. It emphasizes how Job Analysis can help identify training content, determine compensation factors, develop selection criteria, and establish performance evaluation standards. Overall, it highlights the importance of Job Analysis in enhancing organizational effectiveness.

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fieldsjarod
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10 views18 pages

Job Analysis for Training and Selection

The document outlines the applications of Job Analysis in various HR functions including training needs assessment, compensation, selection procedures, and performance reviews. It emphasizes how Job Analysis can help identify training content, determine compensation factors, develop selection criteria, and establish performance evaluation standards. Overall, it highlights the importance of Job Analysis in enhancing organizational effectiveness.

Uploaded by

fieldsjarod
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd

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Determining Training Needs
Job Analysis can be used in training/"needs assessment" to identify or
develop: training content; assessment tests to measure effectiveness
of training; equipment to be used in delivering the training; methods of
training (i.e., small group, computer-based, video, classroom...)

Compensation
Job Analysis can be used in compensation to identify or determine: skill
levels ;compensable job factors, work environment (e.g., hazards;
attention; physical effort), responsibilities (e.g., fiscal; supervisory),
required level of education (indirectly related to salary level)

Selection Procedures
Job Analysis can be used in selection procedures to identify or develop:
job duties that should be included in advertisements of vacant positions;
appropriate salary level for the position to help determine what salary
should be offered to a candidate; minimum requirements (education
and/or experience) for screening applicants; interview questions;
selection tests/instruments (e.g., written tests; oral tests; job
simulations); applicant appraisal/evaluation forms; orientation materials
for applicants/new hires

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Performance Review
Job Analysis can be used in performance review to identify or develop: goals
and objectives; performance standards; evaluation criteria; length of
probationary periods; duties to be evaluated

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Occupational description for a job analyst
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