The job analysis is the foundation of many HR initiatives. This process involves a systematic, detailed data collection process regarding the job roles and associated tasks in question.

By identifying the knowledge, skills, and abilities required to perform a job successfully, we are able to more accurately develop programs related to that job, including performance evaluations, selection procedures, and training programs. Job Analysis is used to show the job relatedness of employment procedures used by the employer. The procedures supported by job analysis include training, personnel selection, job evaluation, and performance appraisal. RCI has a team led by Industrial Organizational Psychology practitioners to conduct job analyses at your facility.

Task Analysis

A task analysis is used to identify all of the tasks that are part of a job or job family. By identifying and breaking tasks down, we are better able to define minimum basic requirements, develop standardized work, and training procedures.


Critical Incident Technique

This method of Job Analysis focuses on identifying the critical incidents that distinguish satisfactory workers from unsatisfactory workers. This is based on the theory that certain tasks are crucial to satisfactory job performance, while others are not. In this method, the job analyst interviews incumbents and/or supervisors to identify a list of critical incidents. The identification of required KSAs is made by examining the incidents along with their causes and solutions. This technique is useful for developing work sample tests.


Job Descriptions

When is the last time you updated your job descriptions? If you can't remember, it's probably time to. The job description is one of the primary tools for coordinating the employer’s human resource program and communicating job requirements to employees. RCI prepares job descriptions that facilitate accurate comparisons of job duties and wage rates, while complying with applicable legislation like FLSA and ADA. Whether you need to start from scratch or update existing descriptions, RCI is here to help.


Competency Modeling

A competency is the capability to apply a set of related knowledge, skills, and abilities to successfully perform functions or tasks in a defined work setting. We use competencies as the basis for skill standards that specify the level of knowledge, skills, and abilities needed for success, as well as potential measurement criteria for assessing competency attainment. A competency model organizes the competencies needed to a job, occupation, or industry successfully. We can also use competency models to develop curriculum, selecting training materials, identifying certification requirements, writing job descriptions, recruiting and hiring workers, and evaluating employee performance.