Design a Job Analysis and Job Description
6 weeks · 0 milestones
Conduct a competency-based job analysis for a real role at a real organisation — interviewing at least one person who performs or manages the role — and produce a complete job description including required competencies, experience levels, success criteria, and structured interview questions. The job description must be for a real open or existing role, not a fabricated one. Proof requires review by someone at the organisation or an HR practitioner who confirms the job description accurately reflects the real role's requirements.
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3 milestones
Job analysis is the systematic process of gathering information about a job's tasks, responsibilities, required competencies, and performance standards. Select a real role (ideally one you know well) and conduct a job analysis using at least two structured methods: task inventories, critical incident technique, job observation, structured interviews with job holders, or O*NET data.
Proof required
Submit: (a) the role chosen and your rationale for selecting it, (b) documentation of the two job analysis methods used (e.g., notes from job holder interviews and O*NET task inventory review), and (c) a consolidated task inventory listing the 10–15 most important tasks for the role with frequency, importance, and difficulty ratings for each task.
What gets checked
- Two distinct methods are used and documented — O*NET data alone without a method addressing the specific role context is insufficient
- Task inventory covers 10–15 tasks with frequency, importance, and difficulty ratings — not just a list of tasks
- Role is real and the submitter has direct access to information about it