Job Analysis Assignment (AA#1) Job analysis is the systematic study of a job to discover its specifications and skill requirements. The job analysis reveals the job's specifications and the employees' skill requirements to complete the job. There are a number of ways an HR Manager can do a "Job Analysis". One of the most popular is to interview an associate who is already working in the job and ask particular questions. ASSIGNMENT Interview anyone who has or had a job to collect and record information for the six categories listed below. - You MAY NOT simply research this online. - YOU MUST engage someone to interview about their job. Please divide your report into SIX separate headings as listed. A. Job Identification (e.g., job title, NOC), B. Duties (e.g., the job tasks). C. Responsibilities (e.g., equipment operation, supervisory responsibility). D. Human Characteristics Needed (e.g. lifting weight, hearing, sight, attention to detail), E. Working Conditions (e.g.. possible hazards...exposure to hot or cold). F. Performance Standards (e.g. how well the job needs to be performed) REFER TO AND FOLLOW THE WORD TEMPLATE FILE FOR DETAILED DIRECTION STUDY AND FOL.LOW THE MARKING RUBRIC FOR THE GRADING SCIIEME NOTE: YOUR RESPONSE WILL BE CHECKED ELECTRONICALLY FOR PLAGIARISM - Submit this formal individual assignment through Turnitin on Schoology - It will be typewritten, double spaced in 12-14-point font - Include a cover page - Include a reference page citing all sources used in this assignment - Note that the person whom you interview is considered a source of information and should be included on your Reference Page - Spelling and grammar count. Refer to OWL @ Purdue University for APA writing guidelines. https: ilowl.english.purdue.edu/owl/resource/560/01/ Due Date: end of Week #6 Oct. 16, 2022 FOI.I.OW THE WORD TEMPL.ATE FILE FOR DIRE WTION FOLLOW THE MARKING RUBRIC FOR THE GRADING SCHEME A. JOB ANALYSIS IDENTIFICATION: Job Title: NOC Code: Job Analysis Date: Job Analysis method: B. JOB DUTIES - TASKS: Job Summary: List Duties \& Percentage of time involved doing each: Reporting structure: (Who is their immediate boos? examples: Reports directly to: Head Housekeeper, General Manager, Team Lead) C. JOB RESPONSIBILITIES of the employee - (e.g., equipment operation/used, supervisory responsibility) D. HUMAN CHARACTERISTICS - needed to do the job: i. Physical characteristics and/or skills necessary to perform the job ii. Education and/or training requirements for the job: iii. Experience required for the job: C. JOB RESPONSIBILITIES of the employee-(e.g., equipment operation/used, supervisory responsibility) D. HUMAN CHARACTERISTICS - needed to do the job: i. Physical characteristics and/or skills necessary to perform the job ii. Education and/or training requirements for the job: iii. Experience required for the job: E. WORKING CONDITIONS OF THE JOB: a. Working conditions in the environment of the job: (describe the physical environment, working hours, any exposure to potential hazards, safety protocols) F. PERFORMANCE: a. Measurement of performance: (How is performance measured by superiors?) Factors that contribute to successful performance: A competency is a knowledge, skill, ability, or behaviour required to be successful on the job. Competencies are broader in scope A. Job Identification Job Title: NOC Code: Job Analysis Date: Job Analysis method: INTERVIEW B. Duties (e.g., the job tasks) . Job Summary: List Duties \& Percentage of time involved doing each. Reporting structure: (examples: Reports directly to: Head Housekeeper, General Manager, Team Lead) C. JOB RESPONSIBILITIES of the employee - (e.g., equipment operation/used, supervisory responsibility) D. Human Characteristics (e.g., lifting, hearing), i. Physical characteristics and/or skills necessary to perform the job ii. Education and/or training requirements for the job: iii. Experience required for the job: E. Working Conditions (e.g., exposure to hot or cold) Working conditions in the environment of the job: (describe the physical environment, working hours, any exposure to potential hazards, safety protocols). F. Performance Standards Measurement of performance: (How is performance measured by superiors?) Factors that contribute to successful performance: A competency is a knowledge, skill, ability, or behaviour required to be successful on the job. Competencies are broader in scope than KSAOs e.g., team orientation, communication, leadership