PowerPoint Presentation

Job Analysis. abstract.

[Audio] This video will play you over what, why, and how Job Analysis and Interview Scorecard are prepared.

[Audio] The job analysis helps to assess the information from the sources and develop job description, job specification, education, experience and working conditions..

[Audio] Job Analysis can be used for these area: Recruitment, Interview Scorecard, KPI/ KRAs and Performance..

[Audio] The major information can be collected from the employee themself. In absence of him or her, department head or supervisors shall be interviewed..

[Audio] Lets see how a job analysis is conducted for the position of Brand Officer.

[Audio] Firstly we determine the main purpose of the Job role. Secondly, we list out all the primary tasks and secondary tasks..

[Audio] Here, the primary tasks are listed first and the employee shall rate the tasks on the basis of importance, difficulty, and frequency on the score of 1- 5. Then the secondary tasks are listed and the employee shall rate the tasks on the basis of importance, difficulty, and frequency on the score of 1-5. With this, the sequence of priorities shall be determined..

[Audio] After the critical tasks are determined, we ask the employee to identify the Knowledge, Skills, Abilities and Other Characteristics required to perform each critical tasks..

[Audio] This is the task characterization done for the position of Brand Officer..

[Audio] After the identification of all Knowledge, Abilities and Skills, we ask the employees to rate those on the basis of these three dimensions i.e. Importance to Job Performance, Relatedness to Job Performance and Necessary at Entry level..

[Audio] Here, the employee has rated each Knowledge, Skills and Abilities on the scale of 1- 5. With the help of this we elimiante the least needed KSA and only focus on the Critical Knowledge, Skills and Abilities for the respective position. The KSAs with total score of 10 and above are identified as critical KSA..

[Audio] After identifying the critical tasks and critical KSAs, we ask the employee to highlight which critical KSAs are required to perform the each critical tasks. For example, a brand officer is required to have brand, marketing and sales knowledge, time management skills, analytical skills, budget planning and negotiation skills to develop and execute ad campaigns..

[Audio] To summarize the whole process of job analysis, here we have a format of job analysis for the position of Brand Officer..

[Audio] We can conclude that, an employee is required to work on normal office hours and perform field work. The job requires the candidate to have bachelor's degree with specialization in marketing. The job requires 1 year of experience in relative field however freshers are also highly encouraged to apply. The job requires the candidate to have MS Excel, PowerPoint and Word Knowledge along with preference shall be given to the candidate having basic Social Media Handling Knowledge..

[Audio] The whole process of job analysis will help to identify the key duties & responsibilities, key skills, knowledge and abilities, working environment, job specification and build interview scorecard. Now, lets see how an interview scorecard is developed with the help of job analysis..

[Audio] With the help of interview scorecard, the interviewer will be able to assess the candidate on the basis of required outcomes and key competencies. Now lets see the steps for preparing interview scorecard..

[Audio] Firstly, we develop the mission statement for the position being interviewed with the help of job analysis..

[Audio] In the next step, all the major outcomes shall be listed. Here, the interviewer can develop the interview questions around these outcomes. The interviewer shall rate the candidate on the basis of his or her knowledge and experience on the scale of 1- 5. 5 being the highest. The interviewer shall provide remarks and comments if needed. After the scores are provided, we calculate the average score for the outcomes..

[Audio] Further, all the major competencies shall be listed. Here, the interviewer can develop the interview questions around these competencies. The interviewer shall rate the candidate on the scale of 1-5. 5 being the highest. The interviewer shall provide remarks and comments if needed. After the scores are provided, we calculate the average score for the competencies..

[Audio] Here is the grading criteria for the interview scorecard. For example, the previous candidate is recognized as A graded candidate with the average score of 9.5..

[Audio] To summarize the whole process of interview scorecard, here we have a format of interview scorecard for the position of Brand Officer. This evaluation is done from the point of view of interviewer one..

[Audio] Likewise, this evaluation is done from the point of view of interviewer two..

[Audio] In the final step, we calculate the average score of all the interviewers to identify the final grade of the candidate..

[Audio] Lets see the example of final conclusion of an interview scorecard. The average score of both the interviewers is calculated to analyse the final score of the candidate. Here, with the average score of 8.825, this candidate is ranked as A grade candidate..

[Audio] Thankyou for the co-operation. We hope this video provided all the necessary information on Job analysis and interview scorecard..