Job Analysis Flashcards
Forecasting Talent Demand
Determining the headcount of employees that the organization will need at future dates to meet goals
Statistical Techniques
- Ratio Analysis
- Trend Analysis
- Regression Analysis
Judgmental Techniques
- Top-down approach
- Bottom-up approach
- Zero-based approach
- Futuring or scenario planning
Ratio Analysis
Assumes a fixed ratio between number of employees needed and a specific business metric
Forecasting Talent Supply
- Judgmentally
- Markov Analysis
- Individual Level Forecast
Markov Analysis
Talent Supply = Current staffing levels - Projected losses + anticipated gains
(Does not include external hires)
Gap Analysis
Forecast Demand - Forecast Supply
Job Description
Provides information about essential tasks, duties, and responsibilities of the job
Job Specification
Minimum qualifications a person need to perform a particular job; knowledge, skills, abilities, and other characteristics
What are the JA Methods?
- Questionnaires
- Observation
- Interviews
- Employee Recording
- Combination
KSAO
Knowledge, Skills, Abilities, and Other Characteristics
Competency Modeling
Behaviors that contribute to job performance and often refer to an individual’s capability to learn and apply KSAO
What is more broad? Competency or KSAO?
Competency. Can be too general to be useful and can be difficult to measure in all contexts.
