Job Analysis - 13751 Words

PERSONNEL ASSESSMENT SPECIALIST JOB ANALYSIS: INTERPRETATION AND USE REPORT Prepared by the IPMAAC Ad Hoc Committee on Use of the Personnel Assessment Specialist Job Analysis: Donna L. Denning, Ph.D., Chair Nancy E. Abra ms, Ph.D. Marianne Bays, Ph.D. International Personnel Management Association Assessment Council 1995 TABLE OF CONTENTS Personnel Assessment Specialist Job Analysis: Interpretation and Use Report Abstract 2 Introduction and Background Task Analysis Task Inventory Development Task Inventory Data Collection Task Cluster Development Derivation of Personnel Assessment Specialist Job Types Job Group (Person Cluster) Development Task Cluster Profiles for Seven Personnel Assessment Job Types KSA’s for Task-Based Job†¦show more content†¦The task force was charged with conducting a jobcomponent job analysis (Ash, 1982) for the set of functions falling under the generic title, personnel assessment specialist. This set of functions included personnel assessment in general, including maintenance and improvement efforts in the areas of job analysis, selection, 3 training needs assessment, performance appraisal, program evaluation, and organizational effectiveness. The primary product is a set of tasks (organized into job dimensions) for the occupation of personnel assessment specialist, and the specification of requisite knowledge, skills, and abilities (KSA’s) for journey level performance of the tasks in each respective job dimension. This information has continuing utility with regard to the types of jobs studied for such personnel activities as job design, job description/classification, staff selection/promotion, staff training/development, and performance appraisal. This report provides illustration of three possible management uses. First, however, a description of the original Task Force work and the results derived from it will be provided. 4 Task Analysis Task Inventory Development During its first year of existence, the Job Analysis Task Force developed the IPMAAC Personnel Assessment Specialist Task Inventory. After compiling over 1,000 task statements, developing an organizing scheme, integrating and eliminating redundant task statements, and pilotShow MoreRelatedJob Analysis2347 Words   |  10 PagesJOB ANALYSIS Job analysis is the process of collecting, analyzing, and setting out information about the content of jobs and the related qualifications necessary for one to perform them. The process involves use of methods and procedures to determine the duties, responsibilities, working conditions, working relationships, and required qualifications. Job analysis produces the following information about a job: 1 Overall purpose: Why the job exists and, in essence, what the holder is expectedRead MoreJob Analysis Paper1427 Words   |  6 PagesJob Analysis Paper PSY 435 Job Analysis Paper The reason for job analysis is to study and evaluate the things that a job is supposed to involve. This is describing exactly what skills are needed to perform the job, and what the exact qualifications are to fill the position. Job analysis is a method needed when the employee need to know the precise function. An example would be that an employee’s duties should be clearly statedRead MoreJob Analysis For The Hr Manager Position1203 Words   |  5 Pagesspecific job analysis procedure that I would utilize to develop the job description for the HR manager position. 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It is good practice to carry out a job analysis to contribute to the recruitment for the right candidate for the role also for evaluating and determining the value of the job to the companyRead MoreJob Analysis at Comptech Essay1272 Words   |  6 PagesWhat are the current job specifications for the store manager job? Based on the information you have (or could have), how would you assess the validity of these specifications? What approaches would you use? The current job specifications for the store manager position that is required, by most district managers, at CompTech is that the candidate being considered should have a MBA or at minimum three years’ experience as store manager. CompTech’s strategic objective is to meet customer requirements