Analysing the job
Featured in the Learning Needs Analysis training manual
By Beverley Williams
Category: People Management and Motivation
Credit price: 4 download credits (Single user)
Analysing the job is a crucial element in the process of identifying learning needs. It is also used for many other human resource development activities and good communication between personnel, training and line management is crucial if duplication of effort is to be avoided. Job analysis seeks to gather together and analyse detailed and objective information about the job, its component tasks and responsibilities, the standards to which it must be performed and the conditions in which it takes place. This information is then used to identify the knowledge, skills and attitudes needed to perform in that role to the required standard. Instead of using the terms knowledge, skills and attitudes, we may label the qualities we wish to identify as competencies, behaviours or other terms used within our organisation or industry. This is fine. We are working towards identifying what is involved in the job and what is needed to do the job well, and sometimes the HR jargon used can almost obscure this fact. The results of job analysis can be reported in several ways with the job description and person specification being the most obvious. Results can also be used to develop an LNA questionnaire, which can then be used in its own right or as a vital tool to support other learning needs analysis techniques - for example, the learning needs interview. This activity provides a step-by-step guide to analysing the job in a straightforward manner.
You begin the activity by defining 'job analysis' and outlining its importance in the process of identifying learning needs. You acknowledge that there are many different ways in which job analysis can be done and tell the participants that you will be concentrating on a straightforward method. You then introduce them to the three parts of the job analysis framework (JAF). They go on to use the interview questionnaire to analyse a particular job before completing an interview response sheet. Next, the participants work in pairs to analyse the information they have gathered to produce a task and KSA checklist. These individual checklists are pooled in a plenary session when the participants work to produce one succinct checklist. Finally, you help the participants to examine briefly four key areas of job analysis. You conclude by taking key learning points from the participants before summarising the activity and its key learning points.
Who is it for: This training activity is intended for use by trainers to provide participants with a method of job analysis and the abilities required to put it into practice.
| Resource Type: | Activity |
| Min Group Size: | 4 |
| Max Group Size: | 10 |
| Typical Duration: | 03:10:00 |
| No of Pages: | 40 |
Resources: View standard resources for Fenman training activities
Purpose: This training activity is intended for use by trainers with participants who are responsible for identifying the learning needs of others and need to analyse jobs in order to do so. They may be trainers or line managers who are responsible for identifying the needs of their own departments
Download the training activity, Analysing the job as featured in the Fenman training manual; Learning Needs Analysis