JOB ANALYSIS
A job analysis is the collection of information about a job in an organization. The information that is collected in a job analysis includes the knowledge, skills, abilities (KSAs), duties performed, outcomes, equipment, materials used, and the environment that characterize the job.
The job analysis serves two key purposes. First, it communicates to potential candidates what a job entails. This can help to weed out applicants that would not be a good fit for the position. Next, it helps to inform the development of the selection process.
NEKTER JUICE BAR
Nekter Juice Bar is a company that is known for selling juices, smoothies, and similar products. The company was founded in 2010 and has since expanded to over 50 stores across the nation. In California alone, there are roughly 117 franchise establishments.
BACKGROUND
GENERAL MANAGER (GM)
The job analysis was done for the GM position. We conducted the job analysis on this position to address needs within the selection process.
STEPS
DATA COLLECTION
The collection of job-related information provides the analyst with an extensive understanding of the job, and it is a fundamental step in the job analysis process. The information gathered in the data collections step informs future stages the job analysis.
Methods for data collection include observing employees performing the job of interest, interviewing job experts, and creating surveys or checklists. Additionally, preliminary information can be collected from the company websites, o*net, or an employee database.
KSA & TASK LINKAGES
Once the KSAs and Tasks are developed, they are linked in a matrix. Linking these items can help to provide legal defenisibility in the future through demonstrating that each KSA is job-related and tied to a task performed on the job.
The information gathered from the data collection stage help to create a list of knowledge, skills, and abilities (KSA) and task statements, which reflect the responsibilities and nature of the job.
RECOMMENDATIONS
Recommendations for the selection tools used for the job can be made based on the findings from the data collection and linkage stages.
Recommendations for selection tools can consist of the cognitive ability test, physical ability test, biodata, training and experience evaluation, knowledge test, personality tests, and work samples.
THE PROJECT
DATA COLLECTION
We collected preliminary data from o*net and Nekter's GM job description. We then conducted job observations and semi-structured interviews with the designated job experts to gain a better understanding of the GM position.The information gathered in the data collection stage is vital, because if this information is inaccurate the subsequent judgements based on this data will be inaccurate.
KSAs &
TASK STATEMENTS
Based on the findings from the job observations and SME interviews, our team compiled a list of KSAs, task statements, and a KSA-task matrix.
We sent this to the SMEs and prompted them to rate each of the items on their level of criticalness and frequency to the position. For the KSA-task matrix, we asked the SMEs to rate each KSAs importance to each task. Based on these findings, we created a finalized list of items and made selection recommendations.
RECOMMENDATIONS
Recommended Test Strategy
MULTIPLE
HURDLE
APPROACH
Candidates who don't score at a satisfactory level on a selection tool are eliminated from further consideration and do not move on through the selection stages.
WHY?
This recommendation of the multiple hurdle approach is a cost effective way to whittle down a large applicant pool
Recommended Test Design
BIODATA
All candidates participate in the 1st test part (i.e., Biodata)
HURDLE #1
Only successful candidates on the 1st test part move to the 2nd test part
COGNITIVE ABILITIES TEST
Only successful candidates on the 1st test part move to participate in the 2nd test part (Cognitive Abilities Test)
HURDLE #2
Only successful candidates on the 2nd test part move to the 3rd test part
STRUCTURED INTERVIEWS
Only successful candidates in the CAB test part will be invited to participate in Structured Interviews
COMPETENCIES
Analyzing & Interpreting Data
Teamwork
Fact Finding
Communication
REFLECTION
what was my overall experience?
The most important lesson that I learned was how to interact with SMEs. I realized that a wealth of job-related information comes from these experts and therefore it is important to build strong relationships with them. As such I learned how to build rapport through initiating small talk in the beginning of the project. I also learned how to introduce myself and my role in a way that doesn’t intimidate SMEs. The skills that I acquired in this job analysis are critical to my current position where I currently conduct job analyses and interact with SMEs.