a) Select a real job held by someone who works in a service or administration role as the basis of this assignment. The job holder could be another student, friend, family memberor yourself.
b) Provide the name of the job holder and their work contact details at the beginning of your assignment (the details of the job holder will be kept confidential by your lecturer). You must have the permission of the job holder for them to be contacted by the assignment marker.
c) In approximately 100 words,briefly describe the job analysis method you have used to collect the job information.
d) Use the information you have collected to prepare the job analysis documentation in task 2.
Do not use a job description and/or person specification/competency profile already written. The documentation must be your own work.
JOB DESCRIPTION
Using the job analysis information gathered directly from the job holder, produce a job descriptionthat includes: Organisation name, job title, reporting relationships, statement of purpose, 4-6 key results areasand performance standards for each key result area.
PERSON SPECIFICATION/COMPETENCY PROFILE
a) Produce a person specification based on the job description.This should include essentialknowledge, skills and abilities(KSAs)of a person to be able to effectively perform the job. KSAs should be described in sufficient detail so that job applicants can be measured against them during the employee selection process.
OR
b) Produce a competency profile that includes both generic competencies that applyto the occupational group and competenciesrelevant to the job that are described in sufficient detail so that job applicants can be measuredagainst them during the employee selection process.
The person specification/competency profile should use non-discriminatory criteria, i.e.comply with the Human Rights Act 1993.
JOB DESIGN
Briefly explain how the principles of one job designapproach(e.g. job enlargement, job enrichment, etc.) or one job design theorycould influence the job you have described in the job description, so that the jobpotentially leads to improved organisational effectiveness and employee job satisfaction.