CTP Notes 8th February

Job analysis

We split into groups (CB, SB and JB – the B team) with Sonia asking Jo, Jo asking CB and CB asking SB questions we devised to question 1 from the handout entitled “Certificate in Training Practice Job Analysis”.

This is not about the individual’s abilities, but about the job role itself.


Question 1 from the handout

Devise questions for a job analysis

1. What does you job entail?
2. What % do you spend you time
3. How much course design do you do?
4. What’s your job title?
5. To whom do you report?
6. What is the nature of the business?
7. How is the success of your courses measured?
8. What is the level of expertise / ability of your delegates?
9. What special considerations do you need to take into account on behalf of your learners?
10. How do delegates access your training?
11. How many staff report into you?
12. What knowledge is needed prior to being offered the role?
13. Do you procure external companies to provide training?

Question 2 from the handout

Questions that could be asked of the manager employing the worker in the questions above.

1. What do you expect this person to achieve in this position?
2. What qualifications / experience does this person have to have?
3. What responsibilities does this position include?
4. How often do the trainers report to the MD?

Question 3 from the handout

What other methods could you use?

Observation, talk to competitors, CCTV, Mystery Shopping, Ask subject to keep a work diary.
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From this, then list tasks into the table we were handed – task / knowledge / skills

Or table
key tasks / key competencies / standards and measuresPP slide
Job Analysis Methods
Observation
Interviews
Focus Groups
Questionnaires
Work Diaries

Example
1. Task analysis suggested that to do the job excel spreadsheets need to be compiled and submitted to a specific deadline.
2. Knowledge required – access to company data and the layout of the spreadsheets required
3. Skill required – use of excel up to sufficient standard
4. Assessment of a particular employee did not provide evidence of excel expertise up to the sufficient standard.
5. Recommendation is to send this employee on an excel training course in order to improve these skills.
6. Justification is that because deadlines are being missed due to this inexpertise training expense is justified.