This is the third and final part in a series of arti­cles about job analy­sis. You can view the first arti­cle, about job out­comes, and the sec­ond arti­cle, about bound­aries, tasks and com­mu­ni­ca­tion. The third part of job analy­sis, using my method­ol­ogy, is to deter­mine what knowl­edge, qual­i­fi­ca­tions and expe­ri­ence an employee would need to […]

This is part two of a series explain­ing a sim­ple method of job analy­sis, suit­able for use in most organ­i­sa­tions. If you haven’t yet read it, you might like to visit Job Analy­sis, Part I: Out­comes. This is where we uncover the real “size” of the role. A key thing to under­stand is that we […]

When peo­ple rede­fine organ­i­sa­tional struc­tures, defin­ing par­tic­u­lar roles is often an area where peo­ple strug­gle. For those who don’t know, this is called “Job Analy­sis”, and there are a great num­ber of sys­tems avail­able today. that help you per­form this task. Whether they are of any use is a dif­fer­ent ques­tion, though. This post is […]