RDM Job analysis

1. 1. Organization chart

1.1 Job title

1.2 With who/what connected on the next higher level of organization

1.3 With who/wat connected on the same level of organization

1.4 With who/what connected on the next lower level of organization

2. 2. Which results to attain with this job

2.1 State  important results

2.2 Sort same type of results into result areas

2.3 Define performance indicators for important results

3. 3. Critical situations. 

3.1 Find and describe situations distinguishing for either very well or very bad performance

3.2 Analyse consequences for most important performance indicators on results and behaviour

4. 4. Find 6-12 behavioural criteria, which are most relevant for the job

4.1 Select relevant behaviour criteria from list

4.2 If necessary, formulate new behavioural criteria for the job

4.3 State relevant realisations  as performance indicators for the selected behavioural criteria

5. 5. State formal competencies; required certificates, grades,  etc

6. 6. Big Five

6.1 Select scores on Big Five dimensions which are very welcome

6.2 Select scores on Big Five dimensions which are more or less unwelcome

7. 7. Belbin teamrole

7.1 State most welcome Belbin teamrole

7.2 State which kind of  behaviour is most wanted in the team

7.3 State which kind of behaviour is unwanted within the team

8. 8. Assemble and complete job description

8.1 Discuss set with the people on the job and in the actual situation

8.2 Discuss set with people on next lower organizational level

8.3 Discuss set with next higher level

8.4 Make final selection

8.5 Finish and publish job description