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Fourth Session: Job analysis for purposes of individual assessment

Learning objectives for July 2.  As a result of participation in this seminar, participants will:

Objective A: Knowledge:  be able to define the term job analysis.

Objective B: Knowledge:  know how to proceed in an assessment with different levels of information available.  

Objective C: Skill: have the tools to do a basic job analysis.

Date

Wednesday July 2, 2008, 3:30 - 5:00 p.m. CST

Presenter

Dr. John Fennig  (see John's bio)

Pre-Work/ Post-work

Prior or after the Session:

Please read:  APA Division 13, Society of Consulting Psychologists Guidelines (our competency model)

Sample Job Analysis tool (as PDFs):

1. JOB ANALYSIS WORKSHEET

2. Job Analysis Draft Example

Agenda

1. Welcome and overview of this course

   • Teaches our (SCP) competency model for Organizational Consulting Psychology

   • This is a DRIC internal staff training and an external offering to SCP

   • offered every 3 weeks as stand alone sessions - join when you can/want during the year

   • Mix of didactics and case study/real world application

   • CEs provided

2. Participant intros/needs.  How many of these have you done and how have they gone?

3. (Maximum 45 minutes) Teach Piece:

   • Recap last 3 sessions - career and selection assessment

   • DRIC 5S model for Organization, Team and/or Individual Development

     The following is the order to work in with the client.  It encourages tough on things first and people second.  It recognized Lewin’s B=f(PxE) with a large weight placed on context and structure as factors in team success.

     1. Storyboard – past and present external events/factors influencing the organization, team and/or individual (e.g. economy, culture, significant recent or historical events, tec.)
     2. Strategy – goals, plans, commitments that define and drive this team
     3. Structure- organization/team chart, individual roles, work systems, business processes, physical resources
     4. Staffing – fit and fill of people to roles or jobs, staffing gaps, philosophy around fit and fill (stretch hiring to safe fills)
     5. Skill Building – individual, interpersonal, team, organizational skills pyramid; competency models, technical skills of the functional area involved , technical skills of the industry, general business skills

   • Job Analysis

     • The basis of the scientific method we use and have as a competitive advantage over other coaches/consultants - so, make it explicit, do it well and charge for it

     • What do you use/how do you do it?

     • Continuum:

       • full job analysis

       • from client's own job descriptions

       • no job description - general evaluation of skills, work personality - but then, what is your model of work personality and success?

     • Elliott Jacques "Requisite Organization" http://en.wikipedia.org/wiki/Requisite_organization

   • Tools and techniques

4. (minimum 45 minutes) Real World Application:  questions, examples of success and challenge, case studies

5. Good cookbook: PDI's Successful Managers Handbook: http://www.amazon.com/Successful-Managers-Handbook-Susan-Gebelein/dp/093852920X

Contact

Need information or have questions?  Contact meganbrogger@dric.com