1. Donna Adame November 12, 2009 Job and Task Analysis

2. Table of Contents Job Analysis Definition Job Analysis Methods Job Analysis Purpose & Uses Job Analysis Process Strategic Employment Planning Process Job Analysis Guidelines

4. Job analysis includes performing a detailed and systematic study of information relating to the tasks and responsibilities of a specific job.

5. Tasks include;

6. What functions the employee performs

7. How the functions are done

8. Why the functions are performed

9. What skills are required to perform the functions

10. What education is required to perform the functions

11. What training is required to perform the functions

12. The relationship of the position and functions to other job positions and functions

13. What are the physical demands required to perform the functions

14. In what environmental conditions will the job functions be performedSource: www.hr-guide.com

16. Job analyst directly observes employees or reviews film of workers performing job functions

17. Individual interview method

18. Job incumbents are selected and extensively interviewed

19. Group interview method

20. Job incumbents are interviewed simultaneously

21. Structured questionnaire method

22. workers complete a specifically designed questionnaire

23. Technical conference method

24. uses supervisors with an extensive knowledge of the job

25. Diary method

26. job incumbents record their daily activitieshttp://www.opm.gov/deu/Handbook_2007/DEO_Handbook.pdf#page=274

28. Defining organizational structure

29. Defining labor needs

30. Recruitment and Candidate Selection

31. Identification of responsibilities, education, skill sets, physical requirements

32. Guidelines for hiring, training, placement, transfer and promotion

33. Wage and Salary Administration

34. Establish wage and salary guidelines

35. Establish pay scale based on market area, position, qualifications

36. Employee Training and Management Development

37. Development program design

38. Training course design

39. Performance Appraisal

40. Define performance standards

41. Define evaluation criteriaSource: http://www.dol.gov/dol/allcfr/Title_41/Part_60-3/toc.htm

43. Define position in organization

44. Define title

45. Define identification coding

46. Job Characteristics

47. Define location

48. Define supervision required

49. Define tools required

50. Define working hours

51. Job Tasks

52. Define job functions

53. Define time needed to perform functions

54. Define complexity of functions

55. Define importance of functions

56. Define relativity of other functions and positionsSource: http://www.dol.gov/dol/allcfr/Title_41/Part_60-3/toc.htm

58. Define physical functions

59. Define experience requirements

60. Define educational requirements

61. Job Relationship

62. Define advancement opportunities

63. Define promotional patterns

64. Define leadership roles

65. Define communication channels

66. Required Personnel Attributes.

67. Define physical attributes requires

68. Define mental capabilities & aptitudes

69. Define social skills

70. Health and Safety

71. Identify conditions and environments

72. Develop corrective actions to ensure health & safetySource: http://www.dol.gov/dol/allcfr/Title_41/Part_60-3/toc.htm

73. Job Analysis Process

74. Strategic Employment Planning Process Source: www.exploreHR.org

76. Job analysis implemented by other successful companies

77. Past and present failures and successes

78. Past and current information sources

79. Show trends and similarities

80. General Management

81. Establish a need for the program

82. Resolve conflict

83. Supervisory Management

84. Review and approve the results

85. Implement the program

86. Employees

87. Add their on hand experience

88. Bring up any facts unknown by managementSource: http://www.opm.gov/deu/Handbook_2007/DEO_Handbook.pdf#page=274

89. Marketing Analyst POSITION SUMMARY Advise the President and Sales Manager regarding the company’s marketing programs. Assist with planning, directing, controlling, and coordinating the marketing of the company’s products and services. RESPONSIBILITIES The incumbent will undertake any or all of the following duties: Design various marketing, communications and promotional materials, including brochures, project profiles, advertisements, posters and presentations. Develop strategies for effectively using marketing material. Provide direction and guidance for functions and projects, such as: advertising campaigns, trade show themes and similar customer or product directed activities. Create and maintain project photo library, ensuring project photography is kept up to date, coordinating with photographer as needed. Maintain the corporate website content. Use market, customer and competitor research to develop, analyze and assess product requirements, pricing, market strategy, business strategy, etc. Maintain a consistent market-tracking and competitor tracking database from existing regional data. Source: www.exploreHR.org

90. Marketing Analyst May assist with maintenance of sales-related databases (i.e. Customer Complaint Report) and the preparation of reports based upon data contained herein. Evaluate market opportunities for existing and future product lines using appropriate consideration of market trends and competitive marketing strategy. Develop market programs consistent with Company strategy Support the development and execution of new product marketing plans. Work to ensure launch readiness and develop product and customer specific marketing programs. Formulate and recommend policies and objectives for the company’s marketing activities. Responsible for selection and approval of advertising agency. Support other staff and departments on an individual project or task basis. Monitor performance against budget objectives. Monitor and enforce all applicable quality health, safety, and environmental regulations. Must be available and willing to travel to such locations and with such frequency as the employer determines necessary or desirable to meet its business needs. Perform other related duties as assigned or indicated by responsibilities. Perform all duties as assigned by management. Source: www.exploreHR.org

91. Marketing Analyst SCOPE AND IMPACT (As applicable) Sales/Service Volume Cost of Expenses Supervised Assets Controlled Number of Employees Supervised (Direct/Indirect) COMPLEXITY OF TASKS Work requires judgment and ability to render recommendations and / or decisions where policies and procedures are not clearly defined. Errors in judgment or failure to achieve results could result in the expenditure of a large amount of company resources to correct. TRAINING/EDUCATION, EXPERIENCE, AND SPECIAL SKILLS REQUIRED Bachelor’s degree required with experience in Marketing, Finance and Economics preferred. A minimum of 3 years’ experience in oilfield products / service, or a closely associated industry, with some direct manufacturing background and some detailed knowledge of oilfield products and markets preferred. Prior assignments should be directly related to marketing and business planning. Source: www.exploreHR.org

92. Marketing Analyst TRAINING/EDUCATION, EXPERIENCE, AND SPECIAL SKILLS REQUIRED Ability to communicate effectively at al levels verbally and in writing. Ability to effectively multi-task in a fast paced environment. Project leadership and execution, relationship management, conflict management, time management and presentation skills are critical. Understanding of technical requirements, specifications, documentation, development of marketing & sales collateral. Ability to comprehend and prepare various types of product and market analysis from which sound business decisions can be made. Source: www.exploreHR.org

93. Marketing Analyst Table 1 POSITION FUNCTIONAL REQUIREMENTS Job Title: Marketing Analyst The functions and abilities for successful performance in this position include, but may not be limited to the following: Physical Demands & Working Conditions Table 1 Source: Administaff Services https://www.administaffservices.com

94. Bibliography Administaffservices.com (2005). Retrieved November 6, 2009 at: https://www.administaffservices.com Exploring HR Management (2009). Retrieved November 6, 2009 at: www.exploreHR.org HR-Guide.com (2009). Retrieved November 6, 2009 at: http://www.hr-guide.com/jobanalysis.htm Rothman, Johanna (2004). Hiring the Best Knowledge Workers, Techies & Nerds: The Secrets and Science of Hiring Technical People. Dorset House Publishing Co., Inc. New York. U.S. Department of Labor (2009). Washington, DC. Retrieved November 6, 2009 at: http://www.dol.gov/dol/allcfr/Title_41/Part_60-3/toc.htm U.S. Office of Personnel Management (2009). Washington, DC. Retrieved November 6, 2009 at: http://www.opm.gov/deu/Handbook_2007/DEO_Handbook.pdf#page=274