Reasons to re-evaluate the position may be due to the company has had a change of organization, the company strategy has moved or the skill levels required have altered. If these vital elements are not considered from the outset, then the outcome could well be the ‘wrong man in the wrong job’.
The analysis process could be broken down into three key areas namely:-
- Tasks specific
- Behavioral requirements
- Personal requirements
For the purpose of this job analysis I have chosen the ‘Skills Based’ method of analysis and the job chosen is my own position, Site Manager on a Mechanical and Electrical Construction company.
To fully evaluate the job we need to obtain information about the content of the work and what the job holder’s purpose, scope and objectives are. For this we require information obtained from many sources which could include the following:
- Companies Objectives now and in the future
- Functions of the role
- Required delivery
- Specific activity, how, why, where etc.
- Individual tasks
- Marketing stats
- 5 Year targets and goals
- Trend monitoring
- Customer feedback
To answer all of these questions we need to source this information and the following departments could possibly provide these crucial inputs:
- Market Research
- HR Department
- Line Managers
- Stats, trends and records
- Appraisals
- Quality Department
- Predecessor
- Technical conference
- Interviews
I have decided to use the Knowledge, Skills and Ability (KSA) method of job analysis as illustrated in the table below. The results of this table focus the attention in the key requirements areas when it comes to drafting the job description.
The KSA method of job analysis was chosen in preference to any others as the job is quite specific and one which requires specific skills and experience to tick as many ‘boxes’ as possible. The KSA identifies unique requirements required to fill the particular vacancy and focuses on the three key areas of Knowledge, Skill and Ability. This method is very much person-oriented and illustrates the kind of person needed to perform the work successfully. Adopting other forms of Job analysis were found this suitable in this application due to the very specific requirements of the work.
The following pages (Assessment 1 Question 2) detail the job description which has been drafted to match this analysis and target an individual deemed most suitable for the position based on all the information gathered. This process should ensure the job’s right for the candidate and the candidate is right for the job.
