Job analysis example

It include 6 types of question based on methods as follows: 1. Sample questions of critical incident technique It is a job analysis form that include factors: Context Questions Behavior question 2. Job analysis interview questions sample/example It is a job analysis form that include factors: Job purpose: Job duties Job criteria / results Records and Reports Supervisor Authority Working instruments Health and safety Working conditions Responsibilities Knowledge Skills/ Experience Abilities required 3. Job analysis interview questions for management positionssample/example It is a job analysis form that include factors: Management by functions Management by activities 4. Position analysis questionnairesample/example It is a job analysis form that include includes 195 items of job elements includes six categories. These questions are designed base on Position Analysis Questionnaire model (PAQ model). 5. Functional job analysis questionssample/example This sample include questions designed base on FJA method.

6. Job Analysis Questionnairessample/example It is a job analysis form that include factors: Physical demands. Mental requirements. Education: Working experience Problem solving Decision making Management responsibilities. Contacts Job complexity Work environment Skills and/or licensing/certification required Employee info Key tasks and responsibilities:

Questions of critical incident technique

1. Contents of critical incident: Context in which the incident occurred Behavior exactly what the individual did that was effective or ineffective Consequences of the behavior and whether or not consequences were in the employees control

2. Sample questions of critical incident technique Context Questions Tell me what you know about what happened. Please think of what was happening when you were carrying out activity X. Were any events particularly good or helpful to you. Were any events particularly bad or unhelpful to you? Ask participants to describe an event, what let up to it, and what happened as a result. Incident context What led up to the incident (background)? What was the situation? Describe what led up to the situation. What assumptions have I made about the client or problem or situation.

 What were the circumstances surrounding the incident? What was the situation? What will I do if I am faced with a similar situation in the future? Behavior question: What exactly did the person do that was effective / ineffective? Exactly what did the person do or not do that was especially effective or ineffective? What was the outcome or result of this action? Why was this action effective, or what more effective action might have been expected? Consequence questions: What was the outcome of the behavior? What were the consequences of the behavior? Were the consequences due to the persons behavior? How long ago the incident happened; What you observed being done, or not being done the behavior; and What resulted that led you to believe the action was effective or ineffective the consequences. You also will be asked to supply some descriptive information about the context in which the incident occurred The circumstances leading up to the incident the antecedents;

Job analysis interview questions

Job analysis interview questions includes questions as follows: 1. Interview information Name of Employee: Job Title: Job Analyst: Department: Date: 2. Job introduction Describe: location of job and, if necessary or appropriate. 3. Job purpose: What is the essence of work in your position? What is the jobs overall purpose?

4. Job duties What are the main duties and responsibilities of your position? Describe your duties in the following categories: daily duties, periodic duties, duties performed at irregular intervals How long do they take? How do you do them? Are you performing duties not presently included in your job description? Describe. Do you use special tools, equipment, or other sources of aid? If so, list the names of the principal tools, equipment, or sources of aid you use. Describe the frequency and degree to which you are engaged in such activities as: pushing, throwing, pulling, carrying, sitting, running, kneeling, crawling, reaching, climbing 5. Job criteria / results How would you define success in your work? Have work standards been established (errors allowed, time taken for a particular task, etc.)? If so, what are they? Describe the successful completion and/or end results of the job. 6. Records and Reports What records or reports do you prepare as part of your job? Who do you have to send these reports? 7. Supervisor Who is your supervisor? What kinds of questions or problems would you ordinarily refer to your supervisor? Are the instructions you receive clear and consistent with your job description? 8. Authority What is the level of authority vested in your position? What is the level of accountability and to whom are you accountable? What kinds of independent action were you allowed to taking? 9. Responsibilities Are you responsible for any confidential material? If so, describe how you handle it. Are you responsible for any money or things of monetary value? If so, describe how you handle it. 10. Compensation

 Consider your level of productivity, and the skill level required to fulfill your responsibilities, do you think that you are: underpaid? equational paid? Overpaid? 11. Knowledge What special knowledge of specific work aids are needed for this position? Describe the level, degree, and breadth of knowledge required in these areas or subjects. Indicates the educational requirements for the job (not the educational background of the incumbent). What level of education is required for your position? What type of certification and licensing is required for your position? Can you specify the training time needed to arrive at a level of competence on the job? What sort of on the job training is needed for this position? 12. Skills/ Experience What activities must you perform with ease and precision? What are the manual skills that are required to operate machines, vehicles, equipment, or to use tools? Indicates the amount of experience needed to perform the job. What level of experience and skills are required for your position? 13. Abilities required What mathematical ability must you have? What reasoning or problem solving ability must you have? What interpersonal abilities are required? What supervisory or managing abilities are required? What physical abilities such as strengths, coordination, a visually acuity must you have? 14. Working instruments Describe briefly what machines, tools, equipment or work aids the incumbent works with on a regular basis. 15. Health and safety What is the safety conditions related to this position? Does your work present any type of hazardous or unusual working conditions? 16. Working conditions Describe your working conditions. Describe the frequency and degree to which you will encounter working conditions such as these: cramped quarters, moving objects, vibration, inadequate ventilation. You can read more information about job analysis interview at: Job analysis interview.

Job analysis interview questions for management positions

Job analysis interview questions for management positions include questions as follows: 1. Management scope: * How many staff do you supervise directly? ____ Indirectly? ____ * How many trainees do you supervise directly? Directly? ____ Indirectly? ____ 2. Management by functions 2.1 Professional functions: 2.2 Human resource functions: What is your power related to: * Recruitment and selection * Training and development * Performance appraisal * Compensation and benefit 2.3 Accounting functions: * What is financial matter you have to manage? * Whats budget you have to manage? 2.4 Administration functions: * List asset/instruments you have to manage? 2.5 Document authority * What is document you are allowed to sign? 3. Management by activities Describe the activities that are part of your supervisory duties: * Work assignments * Instruction and training * Performance appraisal * Discipline * Grievance handling * Placement * Work flow

* Program improvements * Developing new programs * Troubleshooting * Reports * Follow through * Other supervisory duties

Contents of position analysis questionnaire

Position Analysis Questionnaire (PAQ model) includes 195 items of job elements includes six categories: 1. Information input. Where and how does the worker get the information he or she uses in performing the job? Examples: near-visual differentiation, use of written materials. Information input include 35 elements. 2. Mental processes. Mental processes include 14 elements What reasoning, decision-making, planning, and information-processing activities are involved in performing the job? Examples: levels of reasoning in problem solving; coding/decoding 3. Work output. Work output include 49 elements). What physical activities does the worker perform and what tools or devices does he/she use? Examples: assembling / disassembling; use of keyboard devices. 4. Relationships with other persons. Interpersonal activities include 36 elements. What relationships with other people are required in performing the job? Examples: instructing, contacts with public, customers. 5. Job context In what physical or social context(s) is the work performed? Examples: high temperature; interpersonal conflict situations. Work situation and job context include 19 elements. 6. Other job characteristics.

 Miscellaneous aspects include 41 elements. What activities, conditions, or characteristics other than those described above are relevant to the job? Examples: specified work pace; amount of job structure.

Functional job analysis questions

Functional job analysis questions includes question as follows: 1. FJA questions about outputs: Subject matter experts (SMEs) ask participants about questions of task output: What do you get paid for? (outputs) What do you do to get work done? (tasks) What do you need to know to do what you get paid for? (knowledge) What skills/abilities do you need to apply your knowledge? (skills and abilities) What standards do you work for? (performance standards) 2. FJA questions about tasks Who performs the task? What actions are performed? To whom or what? (the object of the actions being performed) What tools / equipment are used? What sources of information are used? (knowledge, skills, abilities, instructions) To produce (for achieving) what? (expected output to result) 3. FJA questions about reliability and validity of the task Does the end result of the task make a contribution to the output of ? Does the language of the worker action support the worker function levels? Is the result identified in the task a verifiable result? Are the inferred performance standards reasonable and useful to a supervisor and to a worker? Can performance standards, either numerical or descriptive for the action and result, be inferred and specified? Does the training content reflect the knowledge and abilities required to perform the task? Is there more than a one-level spread among data, worker instructions, and reasoning scale ratings? Do the verbs used in the worker action phrase of the task statement adequately express the context of the task? 4. FJA questions about task validation The SMEs reviewed each task, about which they answered each of the following two questions: Does the task represent what you do

 If so, how clearly does the task describe what you actually do on the job (0 = not at all, 100 = completely clear)?

Job Analysis Questionnaires

Job Analysis Questionnaires includes questions as follows: A. EMPLOYEE INFO: List name, employee ID, dept, job title, hob code.? Supervisors name, supervisor s title? How long have you been in your current position? B. KEY TASKS AND RESPONSIBILITIES: List your major work tasks and responsibilities. Indicate the approximate percentage of time spent performing each function/task on an annualized basis (describe only those duties that occupy at least 5% time). C. PROBLEM SOLVING Make a response in order to indicate the level of problem solving required in the job. 6 level of problem solving can refer at the end of this post. D. DECISION MAKING Please describe one of the most important situations you have to solve in performing your positions major duties and responsibilities. Then, indicate how you solve them and the kind of guidance. Identify types of decisions you make and at the end of each sentence check the frequency of occurrence (daily, weekly, or monthly). You can also refer level of decision at the end of this post. E. MANAGEMENT RESPONSIBILITIES. If you supervise others, give the name of divisions(s) or unit(s) managed and the number of full- and part-time employees supervised, including their job titles. As to each position listed above, please list whats management task you have to do? Are you in charge of a division, department or organizational unit? If yes, please identify. How much of your time, approximately, is spent performing the above management tasks in any given week (i.e., 20%, 50%, 80%)? How much of your time is spent on your other tasks and responsibilities? Would you say that managing or your other work is your primary duty? Please explain. Please list the job titles of the employees who report directly to you, and not through a subordinate supervisor. Indicate if these employees are full-time, part-time or student workers.

 In the organizational chart below, please indicate the reporting lines by completing the boxes with the appropriate titles based on the key F. CONTACTS Please describe the contact you have with people inside and outside. Please identify the person/department and what type (oral and/or written) and frequency (daily, weekly, monthly) of contact you have. And describe the type of contact (for example problem solving, procedure interpretation, or influencing others.) G. JOB COMPLEXITY What is the extent of Job Complexity for this position? Please explain and give examples? Also include the level of difficulty as: Very easy = 1; Easy = 2; Moderate (can rely on own knowledge with occasional questions of supervisor) = 3; Difficult = 4; Very difficult = 5. H. WORK ENVIRONMENT First, make element list of work environment in your organization. Identify total time spent by each element (none, as much as 25%, 25 to 50%, 50 to 75%). What level of sound is usual in your work environment? List the specific job duties that are affected by the environmental conditions selected by incumbent. I. PHYSICAL DEMANDS. First, make element list of physical activities in your organization. Is it necessary to lift or exert force? If so, for each level of weight or exertion, identify weight of each element. Are there any special vision requirements? List the specific job duties that require the physical demands selected. How much time is spent in the following physical activities? (none, as much as 25%, 25 to 50%, 50 to 75%). J. MENTAL REQUIREMENTS. What level of mental ability is required for the full performance of this job? This includes such competencies as math, hand-eye coordination, motor skills, verbal aptitude, judgment, decision-making abilities, etc. K. EDUCATION:

 What is the minimum level of education and/or specialized training needed to fill the position/vacancy? What level of education do you have? L. WORKING EXPERIENCE What is the level of experience necessary to perform this job? What is the average time required to learn and perform this job in an acceptable manner? M. SKILLS AND/OR LICENSING/CERTIFICATION REQUIRED: Please indicate all specific skills and/or licensing/certification required (not preferred) to do this job. Describe typical situations in which your job requires you to interact with people? Please identify who (students, the public, staff, etc.) and the purpose of the interaction? Pls let me know purpose of skill? N.EMPLOYEE COMMENTS May you think of any other information that would be important in understanding your job? If so, please give us your comments below. O. SUPERVISORS REVIEW SECTION Based on your understanding of the job as it currently exists, please review the employees response and provide your own comments in the space provided below. Please do not change the employees responses.