HR Modernization Baseline Survey

Report

Objective of Job Analyses

Fifty-three (53) 72.6% of the 73 responding departments indicated they are currently conducting job analyses. Those 53 departments were asked to provide the objective(s) of the job analyses. The following chart presents the results. In addition, 9 responses were provided in the category titled "other." These responses identified compliance with return to work issues, reasonable accommodation and the need to have a constant flow of updated and reliable information to make better employment decisions, save money, and increase productivity as other objectives for conducting a job analysis.

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Back - Examinations Per Year | Next - Status of Plans and Programs

Report

• Survey Results
• Hardest to Recruit
• Time to Hire
• Selection Instruments
• Why Departments Don't Use LEQ/TEQ
• Examinations Per Year
• Objective of Job Analyses
• Status of Plans and Programs
• Innovative Approaches
• Strategic Plan
• Automated Solutions
• Customer Service
• Objective of Classification Studies
• Objective of Compensation Studies
• Improvements in Processing Time Due to PML 2007-026
• Documented Core Competencies
• Career Ladders
• Training Program Alignment
• Annual Training Budget
• In-House Training
• Automated Training
• Knowledge Transfer Tools
• Supervisor/Manager Training
• Partner with Other Departments to Offer Training
• Probationary Reports Completed
• Probationary Reports Completed On-Time
• Probationary Employees Rejected
• IDP/PAS Completed Each Year
• How is IDP/PAS Information Used
• Adverse Action
• Employee Exit Survey
• Annual Turnover Rate
• Factors Contributing to Turnover
• Organization at Risk
• Actions Due to Changes in Workforce or Vacancy Rates
• Mentor for Every New Employee
• Anything to Share
• How Many Vacant Positions

Updated March 19, 2009 at 11:09 AM.