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Job analysis can be done formally or informally. A formal analysis involves observation and documentation of tasks, relationships, and working conditions. It considers the physical environment, tasks performed, required technology and equipment, applicable legal requirements, and interactions with coworkers.
A job description documents the job's characteristics and candidate requirements. It outlines the position title, exempt status, required education and experience, duties, interactions, safety issues, reporting structure, and is approved by the author. The description is concise but thorough.
Job analysis can be done formally or informally. A formal analysis involves observation and documentation of tasks, relationships, and working conditions. It considers the physical environment, tasks performed, required technology and equipment, applicable legal requirements, and interactions with coworkers.
A job description documents the job's characteristics and candidate requirements. It outlines the position title, exempt status, required education and experience, duties, interactions, safety issues, reporting structure, and is approved by the author. The description is concise but thorough.
Job analysis can be done formally or informally. A formal analysis involves observation and documentation of tasks, relationships, and working conditions. It considers the physical environment, tasks performed, required technology and equipment, applicable legal requirements, and interactions with coworkers.
A job description documents the job's characteristics and candidate requirements. It outlines the position title, exempt status, required education and experience, duties, interactions, safety issues, reporting structure, and is approved by the author. The description is concise but thorough.
Most often it is done informally with a very general knowledge of the expectations of the employee and the working relationship of the employee with fellow employees and the management. A formal job analysis involves observation and measurement of tasks and relationships with others and a thorough documentation of the information gathered.
When performing job analysis, the following must be considered:
1. Working conditions- should be analyzed. It includes physical environment. (examples: Temperature, lighting, noise level, physical requirements such as whether or not the employee is working alone) 2. Task analysis- The actual task performed should be evaluated to determine the amount of time required to perform or whether it needs space, equipment etc. 3. Technology- The instrumentation or other equipment, including computers used in the performance of the job should be listed along with any special requirement or skills needed to operate them. 4. Scope of labor- The level of employee who can and should be evaluated. It may be necessary to adjust the skill level to the availability of the required employees. 5. Legal issues- The legal requirements for specific licensures or training should be included. 6. Interaction with co-workers- The method and extent of the interaction of the employee should be evaluated both in terms of efficiencies and ensuring that the skill mix and communications with co-workers is adequate. Job description
Purpose: 1st- it documents the characteristics of the job. 2nd- it documents the requirements of the candidates. The job description also referred to as a work or position description, should be concise yet thorough.
Format for a job description
1. Job title and classification- the specific title of the position should be stated. This includes the name of the position and the level of position. 2. Exempt status- The description should indicate whether the employee is exempt or non-exempt.
3. Education/Experience- Should indicate the specific level or range of education
required to perform the job. 4. Knowledge- It should be spell out the specific skills required to perform the job. 5. Duties- It should list specific duties and tasks to be performed. The extent of detail will depend on the complexity of the job and the number of tasks to be performed. 6. interactions- should indicate with whom the employee will have interaction, whether daily or periodic. 7. safety- should clearly indicate what possible exposures the employee may encounter. 8. Reporting lines- should indicate the line of authority and where the employee falls in that line. 9. approvals- should be reviewed and have approval signature of the person who wrote the description.
Summary: Who Moved My Cheese?: An A-Mazing Way to Deal with Change in Your Work and in Your Life by Spencer Johnson M.D. and Kenneth Blanchard: Key Takeaways, Summary & Analysis