Occupational Analysis
Budget: €250 – €750 EUR
Occupational Analysis Inventory. Mohammed Adnan Waseem. Course Title: Advances in HRD Supervisor:
Prof. Dr Syed Tahir Hijazi. What is Job Analysis? Acquiring information about the jobs in the organization is much important especially for Human Resource department. A job is a schedule of tasks, duties and responsibilities that can be performed by a jobholder. Job analysis is to study these schedules of activities to find out tasks, duties and responsibilities needed for each job.
So we can say that, process of collecting and organizing knowledge about a specific job and its requirements is called job analysis For job analysis, questionnaires are basic requirement. There are different types of questionnaires being used to carry out job analysis procedure. One of them is Occupational Analysis Inventory, which is discussed in detail in coming lines. Occupational Analysis Inventory: The Occupational Analysis Inventory contains 617 descriptions of work activities and conditions also called fœwork elementsat on the basis of which occupations are rated. In some references number of elements is 622. ) The OAl work elements were produced within the broad framework of an information processing paradigm. It is a useful tool for collecting highly specific and related information about a job. The OAl reveals following five major categories: (1) Information Received, (2) Mental Activities, (3) Work Behavior, (4) Work Goals, (5) Work environment. These major categories are further subdivided regarding to selected conceptual framework pertaining to the human behavior and work requirements.
Job Elements Inventory
Model for the Occupational Analysis Inventory: All respondents have to rate each job element by selecting from four ratings given below: (1) part-of-job, (2) extent, (3) application, (4) a special scale designed for the element. Uses: OAl has a very vast use, from Army to industry, etc. The OAl has been used to gather information on 1,400 (approximately) jobs selected to represent five major occupational categories.
To cope with the changing nature of the organizational activities, occupational analysis and classification system keeps an eye on the characteristics of the person performing the job, the context in which he or she is performing it and what output is being produced by him/her in the presence of (maybe) unstable environmental, economic, demographic and technological conditions. Implications for the Army: As other private and public organizations, Army is also experiencing changes in the nature of work.
It is considered that these changes can create pressure in the structure and content of soldiera€™s duties. To meet these challenges OAl is considered very useful technique. Results: There are almost four main points that are emerging from OAl. Three relates to increasing heterogeneity of employers, jobs, and the workplace environment, and the fourth focuses on the need for an orderly approach to underst
Prof. Dr Syed Tahir Hijazi. What is Job Analysis? Acquiring information about the jobs in the organization is much important especially for Human Resource department. A job is a schedule of tasks, duties and responsibilities that can be performed by a jobholder. Job analysis is to study these schedules of activities to find out tasks, duties and responsibilities needed for each job.
So we can say that, process of collecting and organizing knowledge about a specific job and its requirements is called job analysis For job analysis, questionnaires are basic requirement. There are different types of questionnaires being used to carry out job analysis procedure. One of them is Occupational Analysis Inventory, which is discussed in detail in coming lines. Occupational Analysis Inventory: The Occupational Analysis Inventory contains 617 descriptions of work activities and conditions also called fœwork elementsat on the basis of which occupations are rated. In some references number of elements is 622. ) The OAl work elements were produced within the broad framework of an information processing paradigm. It is a useful tool for collecting highly specific and related information about a job. The OAl reveals following five major categories: (1) Information Received, (2) Mental Activities, (3) Work Behavior, (4) Work Goals, (5) Work environment. These major categories are further subdivided regarding to selected conceptual framework pertaining to the human behavior and work requirements.
Job Elements Inventory
Model for the Occupational Analysis Inventory: All respondents have to rate each job element by selecting from four ratings given below: (1) part-of-job, (2) extent, (3) application, (4) a special scale designed for the element. Uses: OAl has a very vast use, from Army to industry, etc. The OAl has been used to gather information on 1,400 (approximately) jobs selected to represent five major occupational categories.
To cope with the changing nature of the organizational activities, occupational analysis and classification system keeps an eye on the characteristics of the person performing the job, the context in which he or she is performing it and what output is being produced by him/her in the presence of (maybe) unstable environmental, economic, demographic and technological conditions. Implications for the Army: As other private and public organizations, Army is also experiencing changes in the nature of work.
It is considered that these changes can create pressure in the structure and content of soldiera€™s duties. To meet these challenges OAl is considered very useful technique. Results: There are almost four main points that are emerging from OAl. Three relates to increasing heterogeneity of employers, jobs, and the workplace environment, and the fourth focuses on the need for an orderly approach to underst