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Job analysis produces both an explanation of the activities and responsibilities that an employee in a certain position must undertake while working (a job description) as well as that of the ideal characteristics and abilities that the employee should have in order to perform well (a job specification). [21]
A job description or JD is a written narrative that describes the general tasks, or other related duties, and responsibilities of a position. It may specify the functionary to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, information about the equipment, tools and work aids used, working conditions, physical demands, and a ...
Position analysis questionnaire is inexpensive and takes little time to conduct. It is one of the most standardized job analysis methods, it has various levels of reliability, and its position can be compared through computer analysis. [3] PAQ elements apply to a various number of jobs across the board, as diverged with job assignments.
A person specification describes the personal attributes desired in a potential employee. It is a companion document to a job description , describing the personal attributes being sought from applicants to ensure that they are suitable for the role. [ 1 ]
Functional job analysis (FJA) is a method of job analysis that was developed by the Employment and Training Administration of the United States Department of Labor. FJA produces standardized occupational information specific to the performance of the work and the performer.
Job analysis – Procedures to identify content of a job activities, attributes or requirements to perform; Learning management system – Educational software application; Organizational chart – Diagram showing organizational structure; Strategic human resource planning – Process that identifies current and future human resources needs
Requirements specification is the synthesis of discovery findings regarding current state business needs and the assessment of these needs to determine, and specify, what is required to meet the needs within the solution scope in focus. Discovery, analysis, and specification move the understanding from a current as-is state to a future to-be state.
A job competency model is a comprehensive, behaviorally based job description that both potential and current employees and their managers can use to measure and manage performance and establish development plans. Often there is an accompanying visual representative competency profile as well.