Designing a Job Analysis Program
Why are you collecting job information? For what purpose will the data be used? The answers to these questions are important because different purposes require different information. For example, if the job analysis is to serve as the basis for determining compensation, the analyst would need to obtain information about education requirements and the level of experience and training needed. However, if the analysis is to serve as the basis for developing performance appraisal instruments, the job analyst will need to identify levels of task proficiency.
Another consideration is that employees may be sensitive to some of the purposes behind the job analysis. For example, employees are likely to be more concerned ...
Get Human Resources Management for Health Care Organizations: A Strategic Approach now with the O’Reilly learning platform.
O’Reilly members experience books, live events, courses curated by job role, and more from O’Reilly and nearly 200 top publishers.
