Competency Analysis Methodology Unlike the .traditional approach to’ analyzing jobs, which identifies the tasks, duties,, knowledge, and skills associated with a job, the competency approach considers how the knowledge and skills are used. The competency approach also . attempts to identify the hidden factors that are often critical to superior performance. For instance, many supervisors talk about employees’ attitudes.but…

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The Competency Approach to Job Analysis More and more often, commentators and writers. address the notion that the nature of jobs and work is changing so much ·that the concept of a obsolete for many people, In some high-technology industries, employees work in cross-functional project teams and shift from project to project Organizations in these industries focus less…

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Job Description Components A typical job description contains several major parts. Overviews of the, most common components are presented next. Identification The first part of the job description is the identification ~tion, in which the job title, reporting relationships, department, location, and ~te of analysis may be given. Usually, it is advisable to note othednformationitflat is useful in tracking…

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Job Descriptions and Job Specifications  The output from analysis of a job is used to develop a job description and its job specifications: Together, they summarize job analysis information in a readable format and provide the basis for defensible job-related actions. They  also identify individual jobs for employees by providing documentation from management. In most cases, the job…

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Job Analysis and Wage Hour Regulations  Typically, job analysis identities the percentage of time spent on each duty in a job. This information helps determine whether someone should be classified as  exempt or nonexempt under the wage hour laws. As will be noted in·the compensation chapter, the federal .Standards Act (FLSA) and most state wage hour laws…

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Legal Aspects of Job Analysis The previous chapters on equal employment laws, regulations, and court cases, emphasize that legal compliance must focus on the jobs that individuals perform. The 1978 Uniform Selection Guidelines Make it clear that HR requirements must be tied to specific job-related factors if employers are to defend their actions as a business necessity. Job Analysis…

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Current Incumbent Emphasis  As suggested earlier, it is important that a job analysis and the resulting job description and job specifications should not describe just what the person currently doing the job does and what his or her qualifications are. The person may have unique capabilities and the ability to expand the scope of the job to assume more…

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Behavioral Aspects of Job Analysis  A detailed examination of jobs, .although necessary, cane a demanding and threatening experience for both managers and employees, in part because job analysis can identify the difference between what currently is being performed in a job and what should be done. Job analysis involves determining what the “core” job is. This determination may…

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O*Net Online  The DOL has invade a major commitment to provide usable information on skills, abilities, knowledge, work activities, and interests associated  wide range of jobs and occupations: This in is available online and can be used to develop job descriptions, job specifications, and career opportunity information. O*Net transforms mountains of data into precise, focused, information that anyone can…

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Job Analysis and the U.S. Department of Labor  variety of resources related to job analysis are available from the U.S. Department of Labor (DOL)._The resources have been developed and used over many years by various entities with the DOL. primarily the Employment and Training Administration. Functional Job Analysis (FJA) This method is a comprehensive approach to job analysis. FJA considers: (1) goals…

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