How do you carry out a job analysis?

Answer 1

• Hard worker, quick and eager learner, pays attention to detail.
• Example: Because of past experience and MBA degree, I am versatile and can perform well in many kinds of positions. Now I am looking for a challenging internship position in an established company. Basically, I am an experienced and flexible person can be successful at any kind of finance works.
• "Hardworking", "Task-oriented", "Solution-oriented", "Dependable", "Motivated", "Independent", "Team player" are all examples of good terms you can use. There are many more.
• I am a self-starter dedicated, hard-working person who works well with other, punctual, detail oriented a team player, great organizational and interpersonal skills.
• Describe yourself as outgoing, hardworking, dependable, eager to learn and grow professionally, etc.
• Fast paced, quick learner and very challenging. That's all they want to hear.
• This question is usually asked in order to gauge how a person perceives himself.
• Just be honest. List off a few characteristics that you see yourself as having. Actually, a question of this kind is an ideal way to plug in everything we want to say about ourselves that we had leave out of the CV.
• If you have attended a premier institution, say that the institution taught you much more than the degree it awarded you. Mention people who influenced you, talk about the books you like reading, your hobbies and your other interests.
• Talk about your strengths. Mention an instance when you used your conflict resolution skills or selling skills or whatever. But make certain that it does not sound like blowing your Trumpet. Mention these instances as a good learning experience.
• Talk about your weaknesses, but make sure that they are positive weaknesses. For instance you could say that that you are a person that pays more attention to details than is warranted. You can openly confess a tendency to be impatient with team members who cannot carry their own weight, or who cannot contribute sufficiently.
• Maintain the right tone in doing so. You do not want to give the interviewer the wrong impression or make him feel that you get impatient at times.
• No one can do that for you as only you know yourself.
• If asked to then you should do so. Prepare yourself for personal questions.
• Just list off a few characteristics that you see yourself as having. If it's for a job interview, make all of the characteristics sound as positive as possible. This question is usually asked in order to gauge how a person perceives him or herself. Just be honest. Are you outgoing? shy? diligent? stubborn? clever? passionate? level-headed?
• Don't stress too much. If you can't think of anything. Then think of a few people who know you and imagine how they would describe you. Pretend that your mom, a sibling, a good friend, a co-worker, and your spouse or significant other are all sitting down in a room making a list of your characteristics and then use the things you think they would say.
• Do not mention a bad quality if you are not working on it, e.g., what is your weakest quality? I am not very competent using computers but I am currently taking a evening course to rectify that/ i am going to...
• Most importantly back up what you say, why are you reliable?

Answer 2

METHODS OF JOB ANALYSIS

Job analysis methods can be categorized into four basic types: (1) observation methods; (2) interview techniques; (3) questionnaires, including job inventories or checklists. This section describes and discusses these methods.

Observation Methods

Observation of work activities and worker behaviors is a method of job analysis which can be used independently or in combination with other methods of job analysis. Three methods of job analysis based on observation are: (1) direct observation; (2) work methods analysis, including time and motion study and micro-motion analysis; and (3) the critical incident technique. Though they employ the same method, these methods differ in terms of who does the observing, what is observed, and how it is observed.

Direct observation. Using direct observation, a person conducting the analysis simply observes employees in the performance of their duties, recording observations as they are made. The observer either takes general notes or works from a form which has structured categories for comment. Everything is observed: what the worker accomplishes, what equipment is used, what the work environment is like, and any other factors relevant to the job.

Direct observation methods have certain natural limitations for job analysis purposes. First, they cannot capture the mental aspects of jobs, such as decision making or planning, since mental processes are not observable. Second, observation methods can provide little information relating to personal requirements for various jobs because this kind of information is also not readily observable. Thus, observation methods provide little information on which to base job specifications.

Work methods analysis. A sophisticated observation method, work methods analysis is used to describe manual and repetitive production jobs, such as factory or assembly-line jobs. These methods are used by industrial engineers to determine standard rates of production which are used to set pay rates. Two types of work methods analysis are time and motion study and micro-motion analysis. In time and motion studies, an industrial engineer observes and records each activity of a worker, using a stopwatch to note the time it takes to perform separate elements of the job. Micro-motion analysis uses a movie camera to record worker activities. Films are analyzed to discover acceptable ways of accomplishing tasks and to set standards relating to how long certain tasks should take. Such data are especially useful for developing training programs and setting pay rates.

Critical incident technique. The critical incident technique involves observation and recording of examples of particularly effective or ineffective behaviors. Behaviors are judged to be "effective" or "ineffective" in terms of results produced by the behavior.

The following information should be recorded for each "critical incident" of behavior: (1) what led up to the incident and the situation in which it occurred; (2) exactly what the employee did that was particularly effective or ineffective; (3) the perceived consequences or results of the behavior; and (4) a judgment as to the degree of control an employee had over the results his or her behavior produced (to what degree should the employee be held responsible for what resulted?).

The critical incident method differs from direct observation and work methods analysis in that observations of behavior are not recorded as the behavior occurs, but only after the behavior has been judged to be either particularly effective or ineffective in terms of results produced. This means that a person using the critical incident method must describe a behavior in retrospect, or after the fact, rather than as the activity unfolds. Accurate recording of past observations is more difficult than recording the behaviors as they occur.

By Rahul Verma , MBA(HR)

Answer 3

Jobs can be analyzed through the use of questionnaires, observations, interviews, employee recordings, or a combination of any of these methods.

Answer 4

http://wiki.answers.com/Q/How_would_you_carry_out_a_job_analysis"

Answer 5

There are many ways in which you could carry out a job analysis. You could for example analyze past behaviors.