No good HR process occurs in a vacuum. For instance, valid selection techniques impact recruitment strategy (are we bringing in the people who can do the job?) and training (what are the skills and abilities we’ll hire for and which ones will we develop?). The common thread of all effective HR initiatives is a solid analysis of the job. Whether it’s developing a competency model or conducting a job analysis, identifying the knowledge, skills, abilities, and personal characteristics is the key first step. This information feeds into your recruiting, selection, training, development, compensation, and performance management programs.
It’s no surprise that this kind of analysis is not done enough before new initiatives are rolled out (since job analysis is so important to legal selection systems, it’s an exception). When you do analyse jobs, be sure to keep your eye on how the data will impact the other HR areas. Doing JBL Flip 3 Review so will lead to a more thorough analysis and keep you from having to do it twice.
In the next post, I’ll talk about linking strategy to the job analysis process to ensure even greater value.
For more information on pre-employment testing, skills assessment, and talent management, please contact Warren at 310 670-4175 or email@example.com.