Chapter 5 - Planning for people. The learning objectives for this chapter include: Describe the benefits of performance-based training and discuss common obstacles to and myths about training, apply basic principles to perform a position analysis, apply basic principles when training programs are planned and implemented,. | Chapter 5 Analyzing Work and Planning for People The Importance of Job Analysis to the Operating Manager Job analysis describes the process of obtaining information about the tasks to be done on the job, as well as the personal characteristics (education, experience, specialized training) necessary to do the tasks Provide a deeper understanding of the behavioral requirements of jobs, creating a solid basis on which to make job-related employment decisions Alternative uses of job analysis Organizational structure and design Human resource planning Job evaluation and compensation Recruitment The Importance of Job Analysis to the Operating Manager Alternative uses of job analysis (continued) Selection Placement Orientation, training, and development Performance appraisal Career path planning Labor relations Engineering design and methods improvement Job design Safety Vocational guidance and rehabilitation counseling Job classification systems Five Common Methods of Job Analysis Job . | Chapter 5 Analyzing Work and Planning for People The Importance of Job Analysis to the Operating Manager Job analysis describes the process of obtaining information about the tasks to be done on the job, as well as the personal characteristics (education, experience, specialized training) necessary to do the tasks Provide a deeper understanding of the behavioral requirements of jobs, creating a solid basis on which to make job-related employment decisions Alternative uses of job analysis Organizational structure and design Human resource planning Job evaluation and compensation Recruitment The Importance of Job Analysis to the Operating Manager Alternative uses of job analysis (continued) Selection Placement Orientation, training, and development Performance appraisal Career path planning Labor relations Engineering design and methods improvement Job design Safety Vocational guidance and rehabilitation counseling Job classification systems Five Common Methods of Job Analysis Job performance Observation (of the what, why, and how of the various parts of the job) Interview Critical incidents Brief reports that illustrate particularly effective or ineffective worker behavior Structured questionnaires Workers rate each task or behavior in terms of whether or not it is performed, and, if it is, they rate characteristics such as frequency, importance, level of difficulty, and relationship to overall performance O*Net & Its Four Broad Design Principles O*Net is a national occupational information system that provides comprehensive descriptions of the attributes of workers and jobs O*Net is composed of four broad design principles Multiple descriptor domains that provide “multiple windows” into the world of work A common language of work and worker descriptors that covers the entire spectrum of occupations Description of occupations based on a taxonomy from broad to specific A comprehensive content model, the O*Net Content Model, that integrates the previous three .
