Gathering data for a role analysis

Conducting a role/job analysis is one key task to really understand an organization.

A typical role analysis helps in:

  • understanding organization dynamics
  • weighting and leveling activities
  • making easier job transition
  • Defining homogeneous roles throughout organizations
When gathering data:
  • approach should be positive and honest from interviewer to help interviewed people to be open and collaborative
  • is better to clearly explain before starting interviews which is the target and scope of analysis
Dimensions to analyze:
  • Personal data:
    • Name
    • Age
    • Studies
    • Relevant training done (e.g. PMP and similar certifications, technical certifications and degrees,..)
    • Company roles (role, start date, duration, reason for ending)
    • Job level
  • Position data:
    • Position name
    • Hierarchic and functional dependency (solid and dotted dependencies)
    • Similar organizational roles within company
    • Organizational chart above and below
    • Head count and personal data for each depending position 
    • Historical data on position (FTEs, organizational positioning,…)
    • Working hours  
  • Technology used
  • Innovation level
  • Position evaluation:
    • Short description of role key success factors and relevant measures
    • Short description of role critical points and relevant measures
    • Possible optimization suggestions
    • Role relationship chart (purposes, actors, frequency)
    • Formal empowerment activities (signing powers, institutional roles,…)
    • Decision making roles (Direct, delegated, shared responsibilities) and economic measures
    • Tasks
  •  Position “economics”:
    • Assigned people cost
    • Main budget items
  • Varia
 

Author: hotrao

Share This Post On
%d bloggers like this:
Skip to toolbar