Recruiter Training Course > Recruitment Process

Planning and Executing a Job Analysis

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  • Determine why you're doing a job analysis in the first place.
  • Determine which jobs will be examined.
  • Examine any pertinent background information.
  • Plan and carry out the job analysis.
  • Create the job description and requirements.
  • Review on a regular basis.

Work activities, worker traits, and work context are the three main categories of job analysis data. We'll concentrate on work activities in this post. The work activities, as well as the company culture, are used to determine worker characteristics.

The following are the main steps in executing a job analysis project: Confirm the project's goal, such as job design, job evaluation, or criteria for selection; Determine the characteristics of the information required, such as the work context or the job inputs and outputs; Choose the methods and sources you'll use to obtain data.

A job analyst gathers data and information about the selected positions in this step of the job analysis process. Job activities, needed employee behaviours, working environment, human features and qualities, ability to perform the job, and other varied aspects of the job are all gathered.

Performance appraisal forms can be created using information gathered from a job analysis. A form that includes the job's duties or behaviours and specifies the required performance level for each is an example of a job analysis-based form. The need of job analysis is critical in this situation.

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Akshay
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good

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Gadhiya Kevalkumar Malabhai
5

Lectures are very good

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Nice course

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Shraddha Singh Pawar
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I like the module. it is detailed and easy to understand.

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Prashanth Hanagal
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good teaching.

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Omprakash Vishwakarma
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Very nice question

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Ram Tiparase
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Employee most important of any business development then without employees nothing to do any company's firms, organization...

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Prabhat Yadav
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Superb course content and easy to understand.

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Prashant
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It's very good and needful!

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Course Content

  1. Introduction
    4m 46s

  1. Strategic Staffing in an Organisation
    21m 13s
  2. Strategic Staffing Model
    13m 45s
  3. Staffing Strategies Of Recruitment
    8m 6s
  4. Factors Affecting Business & Staffing Strategies
    16m 7s
  5. Assignment : The Strategic Context of Recruitment
    1m 12s

  1. Workforce Planning for Human Resources
    12m 41s
  2. Method of Forecasting for Human Resources part 1
    18m 24s
  3. Method of Forecasting for Human Resources Part 2
    8m 38s
  4. How to Develop a Staffing Plan
    26m 45s
  5. Managing the Workforce Flow
    16m 55s
  6. Managing Employee Turnover
    14m 30s

  1. Strategic Job Analysis
    17m 13s
  2. Job Description and Person Specification
    11m 26s
  3. Planning and Executing a Job Analysis
    18m 39s
  4. Competency Modeling for Job Analysis
    9m 36s
  5. Job Rewards Analysis
    11m 9s
  6. Designing Recruitment Brochure
    11m 21s
  7. Sourcing Decisions
    17m 18s
  8. Types of Recruiting Sources
    28m 9s
  9. Designing a Sourcing Plan
    14m 2s
  10. Contemporary Sources for Recruitment
    13m 40s
  11. Post a Job on Naukri.Com
    7m 50s
  12. Sourcing Candidates from Naukri.Com
    17m 34s
  13. Check Job Responses on Naukri.com
    3m 10s
  14. Post a Job and Source Candidates from LinkedIn
    9m 7s
  15. LinkedIn Boolean search
    7m 9s

  1. Recruitment Policy Manuals
    9m 38s
  2. Developing the Policies & Procedures
    15m 21s
  3. Analysis of Existing Policies for Drafting
    14m 5s
  4. Drafting Effective Policies with Example
    8m 34s
  5. Assignment : Legal Framework
    1m

  1. Candidate Screening for Recruitment
    15m 24s
  2. Screening Methods and its Challenges
    18m 36s
  3. Employment Tests
    20m 41s
  4. Scientific Method for Selection of Employees
    8m 40s
  5. Negotiating & Structuring Compensation
    8m 14s
  6. Job Offer and Appointment Letter
    9m 12s
  7. Recruitment Metrics and Employee Onboarding Process
    16m 41s
  8. Assignment : Employee Selection Methods
    45s

  1. Types of Approaches to Staffing
    10m 37s
  2. Role of Expatriate and Inpatriate
    12m 12s
  3. Expatriate Selection Criteria and its Success
    8m 36s
  4. Dual Career Couples
    5m 7s
  5. Advantages of Transferring Staff for International Assignment
    4m 45s
  6. Assignment : International Recruitment & Deployment Process
    49s

  1. Contemporary Trends in Recruitment
    5m 42s
  2. Technology in Recruitment
    8m 45s
  3. Ethical Issues in Recruitment and Selection
    4m 14s
  4. Assignment : Contemporary Issues in Recruitment and Selection
    42s

  1. Case study Module 2
    3m 59s
  2. Case study Module 3
    4m 41s

  1. Course Summary
    8m 41s

  1. Interview Questions
    5m 10s

  1. Career Guideline
    5m 8s
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