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Case Studies in Job Analysis: Real-World Applications in HR

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Job analysis is a foundational activity in human resources (HR) that involves systematically studying a job to determine its essential tasks, responsibilities, and requirements. The insights gained from job analysis are critical for various HR functions, including recruitment, selection, training, performance appraisal, and compensation. This content provides an overview of job analysis applications in real-world HR practices through illustrative case studies.

Case Study 1: Enhancing Recruitment and Selection at Tech Innovators Inc.

Background: Tech Innovators Inc., a rapidly growing software development company, faced high turnover rates and inconsistent performance among newly hired software engineers. The HR team decided to conduct a thorough job analysis to improve their recruitment and selection processes.

Job Analysis Process:

• Data Collection: HR specialists gathered information through interviews with current software engineers, surveys, direct observation, and reviewing job descriptions.
• Task Identification: They identified key tasks such as coding, debugging, and collaborating with cross-functional teams.
• Competency Mapping: The analysis highlighted essential competencies like problem-solving, programming languages proficiency, and teamwork.

Outcome: By integrating the job analysis findings, Tech Innovators Inc. redesigned their job descriptions and created a structured interview process that focused on the identified competencies. This led to more accurate candidate assessments, improved hiring decisions, and a significant reduction in turnover rates.

Case Study 2: Designing Training Programs at HealthCare Solutions

Background: HealthCare Solutions, a leading provider of medical devices, needed to develop a comprehensive training program for their sales representatives to enhance product knowledge and sales skills.

• Task Analysis: HR professionals conducted a task analysis by shadowing sales representatives and collecting data through questionnaires.
• Skill Gap Identification: The analysis revealed gaps in product knowledge, customer communication, and technical skills required to explain the medical devices effectively.
• Training Needs Assessment: Based on the identified gaps, specific training modules were designed to address these areas.

Outcome: The customized training program resulted in improved sales performance and higher customer satisfaction scores. The targeted training approach ensured that sales representatives were better equipped with the necessary skills and knowledge to excel in their roles.

Case Study 3: Improving Performance Appraisal at RetailCo

Background: RetailCo, a national retail chain, struggled with their performance appraisal system, which employees perceived as inconsistent and subjective. The HR team decided to revamp the system using job analysis.

• Role Clarification: HR conducted detailed job analyses for various positions within the organization, including cashiers, stock clerks, and store managers.
• Performance Criteria Development: Key performance indicators (KPIs) were identified for each role, focusing on measurable outcomes like sales targets, customer service ratings, and inventory management.
• Evaluation Tools Creation: New evaluation tools and performance appraisal forms were developed, incorporating the KPIs and job-specific competencies.

Outcome: The revised performance appraisal system brought transparency and objectivity to the process. Employees felt the evaluations were fair and aligned with their job responsibilities, leading to increased motivation and job satisfaction.

Case Study 4: Structuring Compensation Systems at FinServe

Background: FinServe, a financial services firm, aimed to create a more competitive and equitable compensation system to attract and retain top talent.

• Job Evaluation: HR specialists conducted job evaluations to determine the relative worth of different roles within the organization.
• Benchmarking: The team benchmarked against industry standards to ensure competitive pay rates.
• Compensation Structure Development: A structured pay scale was developed, taking into account the job analysis findings and benchmarking data.

Outcome: The new compensation system resulted in improved employee retention and satisfaction. The transparent and equitable pay structure also enhanced the firm’s reputation as an employer of choice in the financial services industry.

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Case Study on Job Analysis in SHRM

• Post author: myspeakhr
• Post category: Case Study
• Reading time: 4 mins read

We all know that Job analysis is one of the important task of Strategic Human resource management. Hence here I am sharing a case study on job analysis in HRM with solutions. It is firm that all those who are related to HRM be a student or a professional must be aware of the concept of Job Analysis. This case study on Job Analysis in SHRM will let you understand the concept of job analysis in SHRM clearly and also states its importance. Moreover this case study on Job analysis in SHRM is given with Solutions for Better understanding.

Case Study on Job Analysis in SHRM 

AMS Fertilizers is a 11-year-old fertilizer manufacturing company in Punjab, decided to expand their business in 3 other states namely Karnataka, Tamilnadu and Assam where the product is having good demand. They planned to approach farmers directly to understand their demands and also the dealers in the said state to establish the products.

Mr. Aditya who is looking after the HR department of AMS was been called by Mr. AM Singh. He informed Aditya that, “Aditya today I am excited as we are expanding our business in other parts also. So, I want you to identify best candidates for our marketing department who can establish our products in the new market”. He continued, Aditya I want 3 best marketing candidates in place within a week. Don’t wait for any further order complete the task in a best possible way.” Mr. Aditya also started his work with immediate effect.

He finalized 3 best candidates namely Mr. Kushwa, Mr. Dev and Mr. Bowmick. All the three candidates were having good experience and excellent track record in top fertilizer companies. After Recruitment Mr. Aditya introduced them to Mr. AM Singh thereafter Mr. Singh assigned with their duties.

Challenge to MR. Aditya

After a month Mr. AM Singh called Mr. Aditya and started a heated argument as follows, “Aditya I believed you and asked you to recruit 3 best candidates, Once you finalized I didn’t had a second thought, I placed them for the task and you blasted all my dreams”. Confused Aditya asked in a polite voice “But sir I brought best candidates, I am not able to understand the issue sir. I didn’t even get the opportunity to meet them after I left them in your cabin”

Mr. Singh said “OK, let me explain you clearly. Except Mr. Bowmick who is placed in Assam, both of your other 2 candidates could not bring any business, they failed and are in verge to give up themselves. So Mr. Aditya tell me what should I do now. Why should I pay you if you are unable to do even a basic HR job.”

Questions on Case Study on Job Analysis in SHRM

• What went wrong in the case.
• Who is at fault Mr. Singh or Aditya or the 2 failed candidates
• How the fertilizer company can come out of this issue.
• What are the HR concepts that you can correlate with this case.

Solution for Case Study on Job Analysis in SHRM

Two candidates who have been placed in Karnataka and Tamilnadu might be facing Language problem as Hindi is not a local language there . Moreover they were suppose to interact with Farmers who won’t prefer interacting in English. If Mr. Singh would have informed the purpose of recruitment in advance to Mr. Aditya or Mr. Aditya inquired about this to Mr. Singh before starting recruitment.

2. Who is at fault Mr. Singh or Aditya or the 2 failed candidates

The fault is actually with the system present in the organisation. SHRM is not practiced because of which new strategy was not informed to Mr. Aditya.  Proper recruitment practice is also not practiced. Overall the top authority Mr. singh is at fault for not implementing a proper practice and Mr. Aditya for not have taken steps to prepare JA

3. How the fertilizer company can come out of this issue.

By establishing a proper system and giving desired importance to the HR department.  

4. What are the HR concepts that you can correlate with this case.

We can correlate  Job analysis, Recruitment, Strategic Human Resource Management, HRM Policy etc.

Also read other case studies in HRM here

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Job Analysis 101: Essential Steps to Define and Evaluate Roles

Job analysis is a process that supports a wide range of HR activities, from recruitment and selection to training and performance management. By systematically examining the essential tasks, responsibilities, and qualifications associated with a job, organizations can ensure that their workforce is aligned with their strategic goals.

This toolkit will guide you through the key concepts, methods, and outcomes of job analysis, offering practical insights into how this process can enhance the effectiveness of your HR practices.

What is a Job Analysis?

Job analysis is the process of studying a job to determine which activities and responsibilities it includes, its relative importance to other jobs, the qualifications necessary for performance of the job and the conditions under which the work is performed. An important concept in job analysis is that the job, not the person doing the job, is assessed.

Job analysis is typically performed by HR professionals, as they have the expertise to systematically gather and evaluate job-related data. However, it is often beneficial to involve multiple stakeholders in the process. Managers, who understand the strategic needs of the organization, and job incumbents, who have first-hand experience of the job, can provide valuable insights. In some cases, external consultants may be brought in to ensure an objective analysis or when specialized expertise is required.

Although human resources may collect some job analysis data from incumbents, the focus remains on the job itself. This analysis plays a crucial role in aligning HR practices with organizational goals, such as recruitment, training and performance management.

Job Analysis vs. Job Evaluation

Job analysis and job evaluation are often confused, but they serve distinct purposes within an organization.

• Job Analysis: This process involves studying a job to determine its essential tasks, responsibilities and qualifications. The focus is on understanding the job itself, regardless of who is performing it, and ensuring that the job is well-defined within the organizational structure.
• Job Evaluation: This process compares a job to other jobs within the organization to determine its relative value or worth. The purpose of job evaluation is to establish a fair and equitable pay structure by assessing the job’s complexity, required skills and its importance to the company.

While job analysis provides the foundational data about what a job entails, job evaluation uses that data to rank or value jobs within a compensation framework. Essentially, job analysis is about defining what a job is, while performing a job evaluation is about determining how much that job should be compensated relative to others.

Why is Job Analysis Important?

Job analysis is crucial for ensuring that HR practices are aligned with organizational goals. It provides the foundation for many key HR functions, such as recruitment, training, performance management, and compensation.

By thoroughly understanding the essential tasks and responsibilities of a job, organizations can make informed decisions that improve employee performance, enhance job satisfaction, and maintain legal compliance. Furthermore, job analysis helps ensure that the right individuals are selected for the right roles, contributing to overall organizational efficiency and effectiveness.

What Is an Example of Job Analysis?

A company might conduct a job analysis for a customer service representative role to identify key tasks such as handling customer inquiries, processing orders, and providing technical support. The analysis might reveal that effective performance in this role requires strong communication skills, familiarity with customer relationship management (CRM) software, and the ability to multitask efficiently.

What Are the Steps in a Job Analysis?

Conducting a job analysis typically involves the following steps:

• Identify the Purpose of the Job Analysis: Determine why the job analysis is being conducted—whether for recruitment, training, performance management, or another HR function.
• Select the Jobs to Be Analyzed: Choose which jobs within the organization will undergo analysis. This could be a single job, a group of related jobs, or all jobs within a specific department.
• Gather Information: Collect data about the job through various methods such as interviews, questionnaires, observations, and work diaries. Involve multiple stakeholders, including HR professionals, managers, and job incumbents, to ensure comprehensive data collection.
• Analyze the Information: Review and organize the data to identify the essential tasks, responsibilities, and qualifications for the job. Look for patterns and common themes that define the job’s core functions.
• Document the Job Analysis: Create detailed job descriptions and specifications based on the analyzed data. This documentation should clearly outline the duties, responsibilities, required skills, and qualifications for the job.
• Review and Update: Periodically review and update the job analysis to ensure it remains relevant and accurate, especially when organizational needs or job roles change.

How to Collect Job Analysis Information

Job analysis involves collecting information on characteristics that differentiate jobs. The following factors help make distinctions between jobs:

• Knowledge, skills and abilities (KSAs) needed.
• Work activities and behaviors.
• Interactions with others (internal and external).
• Performance standards.
• Financial budgeting and impact.
• Machines and equipment used.
• Working conditions.
• Supervision provided and received.

If an employer has not already done so, grouping jobs with related functions is helpful in the job analysis process by identifying the job family, job duties and tasks of related work. For example:

• Job family: Grouping of related jobs with broadly similar content.
• Job: Group of tasks, duties and responsibilities an individual performs that make up his or her total work assignment.
• Task: A specific statement of what a person does, with similar tasks grouped into a task dimension (i.e., a classification system).

A technical service job family, for example, could be identified as follows:

• Job family:   Technical Service.
• Job:  Technical service representative.
• Task:  Provides technical support to customers by telephone.

Common Job Analysis Methods

Determining which tasks employees perform is not easy. The most effective technique when collecting information for a job analysis is to obtain information through direct observation as well as from the most qualified incumbent(s) via questionnaires or interviews. The following describes the most common job analysis methods:

• Open-ended questionnaire:  Job incumbents and/or managers fill out a job analysis questionnaire about the KSAs necessary for the job. HR compiles the answers and publishes a composite statement of job requirements . This method produces reasonable job requirements with input from employees and managers and helps analyze many jobs with limited resources.
• Highly structured questionnaire:  These questionnaires allow only specific responses aimed at determining the frequency with which specific tasks are performed, their relative importance and the skills required. The structured questionnaire is helpful to define a job objectively, which also enables analysis with computer models.
• Interview:  In a face-to-face interview, the interviewer obtains the necessary information from the employee about the KSAs needed to perform the job. The interviewer uses predetermined questions, with additional follow-up questions based on the employee's response. This method works well for professional jobs.
• Observation:  Employees are directly observed performing job tasks, and observations are translated into the necessary KSAs for the job. Observation provides a realistic view of the job's daily tasks and activities and works best for short-cycle production jobs.
• Work diary or log:  A work diary or log is a record maintained by the employee and includes the frequency and timing of tasks. The employee keeps logs over a period of days or weeks. HR analyzes the logs, identifies patterns and translates them into duties and responsibilities. This method provides an enormous amount of data, but much of it is difficult to interpret, may not be job-related and is difficult to keep up-to-date.
• A team of senior managers identifies future performance areas critical to the organization's business and strategic plans.
• HR assembles panels composed of individuals who are knowledgeable about the organization's jobs (i.e., subject matter experts). These groups may be employees, managers, supervisors, trainers and others.
• A facilitator interviews panel members to obtain examples of job behaviors and actual occurrences on the jobs.
• The facilitator develops detailed descriptions of each identified competency, including descriptive phrases for clarity.
• HR rates the competencies, and panel members identify KSAs required to meet them.
• HR identifies performance standards for each job. The organization must develop and implement selection, screening, training and compensation instruments, or processes that focus on competencies. 

What Are the Outcomes of Job Analysis?

The outcomes of a job analysis are critical for the effective management of an organization’s workforce. These outcomes include:

• Accurate Job Descriptions:  Job analysis provides detailed information that forms the basis of job descriptions , outlining the tasks, responsibilities, and qualifications required for each position.
• Informed Recruitment and Selection:  By identifying the necessary skills and qualifications for a job, job analysis ensures that recruitment and selection processes are targeted and effective.
• Effective Performance Management:  Job analysis establishes clear performance standards, which are essential for evaluating employee performance and providing constructive feedback.
• Targeted Training and Development:  The insights gained from job analysis help organizations design training programs that address the specific needs of their employees, improving overall job performance.
• Fair Compensation Decisions:  Job analysis aids in the determination of equitable compensation by comparing job responsibilities and qualifications across roles within the organization.
• Improved Workforce Planning:  By understanding the skills and tasks associated with each job, organizations can plan for future workforce needs more effectively.
• Career and Succession Planning:  Job analysis clarifies job roles and career paths, which supports effective succession planning and career development initiatives.
• Health, Safety, and Security:  Job analysis contributes to identifying potential safety risks and ensuring compliance with health and safety regulations.
• Employee/Labor Relations:  Clear job definitions help maintain positive labor relations and support effective negotiation strategies.
• Risk Management:  Job analysis helps in identifying operational risks and designing jobs to mitigate those risks.

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15 HR Analytics Case Studies with Business Impact

15 HR Analytics Case Studies

1. saving money by predicting who will quit.

2. Relating engagement with store income

3. turnover at experian.

4. Flight risk at IBM

5. keeping key talent at nielsen, 6. reducing road traffic accidents.

7. Achieving an optimum staffing level

8. A/B Testing Employee Training

9. sick days at e.on, 10. engagement at clarks, 11. engagement at shell, 12. hr driving store performance.

• Customer count
• Customer satisfaction
• Employee retention
• Linked employee outcomes to their real business outcomes
• Prioritize on the factors that had the largest impact on business outcomes
• Show the business impact of improvements of these factors
• Focus front-line managers on the factors that showed the largest impact

• a 16 % increase in customer satisfaction,
• 18,000 more customers a year
• 10% less staff turnover

13. Compensation and benefits at Clarks

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Why job analysis is important, with real-world examples

February 20, 2024 - 10 min read

Job analysis is more than just a routine HR process — it’s a strategic approach that can significantly contribute to effectively managing your human resources. By delving into the details of specific job roles, including the requirements, responsibilities, and qualifications, job analysis equips organizations with the knowledge to make well-informed decisions. 

This detailed guide aims to demystify job analysis, highlight its importance, and provide real-world examples of its application. But that’s not all. We also introduce how Wrike’s robust features are designed to alleviate pain points in job analysis, such as lack of clarity in job roles and difficulty identifying skill gaps. 

So, whether you’re a seasoned HR professional or a team leader looking to optimize your team’s performance, this article is an invaluable resource. Let’s explore the world of job analysis together and see how Wrike can elevate your approach to managing your most valuable asset: your people.

What is job analysis?

Job analysis is the systematic process of gathering, examining, and interpreting information about a job role within an organization. It involves collecting data on the tasks, duties, skills, knowledge, and abilities required to perform the job successfully.

The purpose of job analysis

• Job analysis aids in talent acquisition and recruitment by identifying the essential qualifications , skills, and experience required for a particular job. This information allows recruiters to develop targeted job advertisements and establish appropriate selection criteria. In short, it’s a recruiter’s best friend. Example : In the field of marketing, Job analysis might reveal that a digital marketing specialist needs to have knowledge of search engine optimization (SEO), social media marketing, and data analytics. Armed with this information, recruiters can attract potential candidates by crafting job postings that specifically highlight these required skills.
• Job analysis also contributes to the performance appraisal process . By outlining the job duties and performance expectations, it allows supervisors and managers to evaluate employees’ performance objectively. This ensures the appraisal process focuses on relevant aspects and promotes fair and unbiased assessments. Example : In a customer service role, job analysis could show that one of the key performance indicators is the ability to handle customer complaints effectively and provide satisfactory resolutions. Using this knowledge, supervisors can assess employees’ performance in this specific area and provide constructive feedback for improvement.
• Finally, job analysis plays a vital role in facilitating career development . It provides employees with a clear understanding of the skills and competencies necessary for advancement within the organization. Furthermore, it enables HR professionals to design training and development programs that address the specific needs of the job role, fostering employee growth and progression. Example : In a managerial role, job analysis reveals that effective leadership skills, strategic thinking, and the ability to manage cross-functional teams are crucial for career advancement. As such, employees can focus on developing these competencies and seek opportunities for growth within the organization.

The importance of job analysis

Think of job analysis as a deep dive into what a job role in your company involves. It’s like taking out a magnifying glass and closely looking at the tasks, duties, and skills necessary to do the job well. 

And not just that, it’s also about understanding the knowledge and abilities that someone needs to really shine in the role. Pretty important, right?

Taking the guesswork out of job analysis

When it comes to job analysis, Wrike is your ultimate partner and can significantly simplify and enhance your job analysis process. Let’s see how.

• Identify skill gaps with dashboards : By tracking performance and progress on tasks in Wrike’s dashboards, you can pinpoint areas where team members might need additional training or support. You’ll have a clear overview of each team member’s strengths and areas for improvement, enabling you to make informed decisions about professional development.
• Work cross-functionally : Wrike provides a platform where team members can discuss tasks, share ideas, and give feedback. This enhances teamwork and facilitates a better understanding of job requirements and expectations.
• Adapt processes with custom item types : Wrike’s flexibility means it can adapt to your organization’s specific needs. Whether you’re a small team or a large enterprise, Wrike can be customized to fit your unique job analysis process.

Steps involved in job analysis

Organizations typically follow specific steps to perform a comprehensive job analysis. They’re as easy as 1-2-3 — probably because there are only three steps!

Step 1: Gather information

The first step is all about gathering information. This is where you roll up your sleeves and dive into the nitty-gritty details of the job role. What tasks are involved? What skills are needed? What responsibilities does the job entail? It’s like becoming a detective for your organization.

Now, this might sound like a daunting task but don’t worry, Wrike’s got your back. With Wrike, gathering job-related information becomes a breeze. Let’s break it down.

• Wrike folders, projects, tasks, subtasks : Create an unlimited number of items — folders, projects, tasks, and subtasks — for your team and easily view which assignee is responsible for each specific initiative. You can create individual tasks for each element of the job role, making it easier to understand and manage. Plus, you can assign these tasks to team members, providing a clear picture of who does what.
• File attachments : Wrike allows you to attach files directly to tasks. This is great for including additional information or resources related to the job role. Think job descriptions, performance metrics, training materials — you name it. Everything you need is right there in one place.

Step 2: Create the job description

So, you’ve done your detective work, gathered all the information, and now better understand the job role. Great job! Now, it’s time to take all that information and craft a clear, concise, and comprehensive job description. This is like painting a picture of the role that gives potential candidates and your team a clear view of the job.

You might think, “This sounds like a lot of work.” But with Wrike, it’s a lot easier than you might think.

• Powerful workflow automation : Wrike AI does the work for you. You can use Wrike’s automation to make intelligent suggestions uniquely tailored to you and your team to help you get started with a rough draft of the job description.
• Collaboration : One of the great things about Wrike is its collaborative features. You can share the job description with your team, gather their feedback, and make revisions in real time. This collaborative approach ensures your job description is accurate, comprehensive, and approved by all relevant parties.

So, don’t let the job description development stage intimidate you. With Wrike, it’s a smooth, collaborative process that helps ensure your job descriptions are on point. Not only does this help potential candidates understand the role better, but it also helps your current team members understand their roles and responsibilities more clearly. And that’s a crucial step toward a more effective and harmonious workplace.

Step 3: Develop the job specification

Alright, we’re making great progress! We’ve gathered all the information about the job and crafted a comprehensive job description. It’s time to move on to the next step: developing the job specification. 

This is where we outline the specific qualifications, skills, and attributes a candidate needs to perform the job effectively. It’s like creating a wishlist of the perfect candidate.

Another document to create? Don’t worry — with Wrike, this process is much more straightforward and more efficient. Wrike’s task management capabilities are helpful when starting a job specification.

• You can easily organize all the information you’ve gathered about the necessary qualifications, skills, and attributes into individual tasks.
• You can share the job specification with your team, get their input, and make real-time updates.
• Once your job specification is complete, you can easily save it in Wrike. 

Now, let’s check out some real-world job analysis examples to see the steps we walked through above in action.

Real-world examples of job analysis

Job analysis finds applications in various industries and job roles. Here are a few examples of its practical implementation, as well as a few more details on how Wrike can be your guide through the job analysis maze.

Job analysis for a social media manager

Consider a growing company that wants to enhance its online presence and decides to hire a social media manager. 

Job summary: Responsible for developing and implementing a comprehensive social media strategy, managing all social media channels, creating engaging content, and analyzing the success of campaigns. The ideal candidate will stay up to date with the latest social media trends and have a customer-focused approach to engaging the online community. This role is a fantastic opportunity for a social media enthusiast ready to take a brand’s social media to the next level.

• Creating and scheduling social media posts
• Responding to audience comments
• Analyzing engagement data
• Developing campaigns
• Degree in marketing or communication
• Familiarity with various social media platforms
• Excellent communication skills
• Experience using social media scheduling and analytics tools
• Creativity in creating engaging content
• Ability to work in a team
• Handle customer complaints professionally

Job analysis for a data scientist

Let’s take the example of a tech company that wants to leverage its data to make informed business decisions and plans to hire a data scientist. 

Job summary: Responsible for collecting, analyzing, and interpreting large datasets, developing algorithms, running complex mathematical models, and generating actionable insights to influence our business strategy.

• Collecting and interpreting complex datasets
• Creating algorithms
• Running tests
• Producing reports that influence business strategies
• Degree in data science or statistics
• Proficiency in programming languages like Python or R
• Experience with machine learning techniques
• Strong analytical skills
• Problem-solving skills
• Attention to detail
• Ability to communicate complex data insights in a transparent manner

Job analysis in the manufacturing industry

Let’s consider a manufacturing company that wants to hire a quality control inspector to ensure its products meet specific quality and safety standards. 

Job summary: Responsible for inspecting and testing materials and finished products to ensure they meet the company's quality standards and identify any defects or deviations.

• Inspecting and testing materials and finished products
• Identifying and documenting defects or deviations
• Interpreting and enforcing quality standards and procedures
• Collaborating with production teams to implement quality control measures
• Degree in quality control or a related field
• Knowledge of quality control standards and testing methods
• Proficiency in using inspection equipment and tools
• Strong reporting skills
• Excellent attention to detail
• Strong problem-solving skills
• Ability to work under pressure and meet deadlines
• Strong communication skills

These job analyses provide comprehensive overviews of each role, outlining what the job entails and the skills and qualifications required. This will help create a detailed job description and find the right candidate. So, where should you start?

Enter Wrike, your trusty companion in simplifying this complex process. 

Wrike: Your strategic tool for job analysis

Wrike boosts job analysis through its flexibility and adaptability . An adaptable tool is invaluable in an industry where change is constant and new technologies are always on the horizon. With Wrike, you can easily update job descriptions and tasks as roles evolve or new technologies are introduced. It’s like having a living, breathing document that grows and changes with your industry. 

Plus, our platform’s easy-to-use interface means you can make these updates quickly, keeping your team informed and ready to tackle their roles. 

Overall, Wrike simplifies job analysis, allowing you to streamline and standardize your process and collaborate effortlessly with others in your organization. With Wrike, you’re not just analyzing jobs — you’re building a stronger, more efficient workforce.

By clearly understanding each role, encouraging open communication, and offering insightful data, Wrike helps ensure that every team member is in a role that suits their skills and abilities. This leads to higher job satisfaction, better team performance, and a more successful organization. 

Ready to get started? Start your free trial today to ensure your team members understand their roles and contribute effectively towards your project goals.

Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

Occasionally we write blog posts where multiple people contribute. Since our idea of having a gladiator arena where contributors would fight to the death to win total authorship wasn’t approved by HR, this was the compromise.

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How to Use Wrike for Goal-Setting and Tracking

The end of the quarter (and another year) means it's that time again: time to set new goals. Not just annual business goals, but also quarterly goals, monthly goals, and especially personal new year resolutions. One part of your mission when setting goals for your company, departments, or teams should be to share those established goals with the rest of the company. It will let everyone know what direction they should be rowing. If you're already working in Wrike, you and your team can also use it to create visibility into established goals and track progress on the way to achieving them. Building Annual Plans in Wrike Annual planning is an essential part of a successful business. It provides direction for the entire organization, defines what teams will focus energy on, and synchronizes activities of different departments to maximize resources. But in order to do all that efficiently, the entire company needs visibility into the annual plans. You can build annual plans in Wrike following our suggestion, or using your own format. Our recommendation: Create a folder called "2016 Annual Plans" at the top level of your account and right-click the folder name to share it with the entire company. Inside that folder, create project folders or tasks for all of the different priorities and big initiatives of the year. You can assign responsible directors or managers to the work, so everyone knows who to talk to if they have questions about that objective. From there, you can drill down into immediate key actions by building out tasks, setting deadlines, and assigning the steps to the appropriate parties. Finally, use Custom Fields to make notes on budgeting — data in Custom Fields can be restricted to only show for certain user groups in your account, so your private information stays that way. If you don't have access to Custom Fields, just write information you'd like to share with the entire team in your task descriptions. Establishing Quarterly Plans in Wrike Since quarterly plans only cover 3 months instead of an entire year, it's easy to brainstorm new ideas right in Wrike. On the Wrike content marketing team, we create a project folder called something like "Q2 Ideas", and then individuals on our team can create a new task for every idea they have inside that folder. Inside their task descriptions, team members can add pertinent details if their idea requires a more detailed breakdown, or they've suggested a completely new undertaking and they've already thought out a majority of the work and substeps needed to make the idea a reality. This method of brainstorming and sharing also allows our team to see if someone else has had a similar idea, so we can combine efforts and dump our parallel brainstorms into one big task. After everyone has input their ideas, we have a meeting to vet those ideas for go-no go decisions. We project the "Q1 Ideas" folder onto the big screen in our meeting room, and then discuss all of the propositions as a group. We can assign task owners and schedule due dates for ideas we definitely want to proceed with; defer ideas we think are good for a future quarter; or cancel tasks that just aren't in line with our overall vision. Once we decide what ideas we're moving forward with, we reorganize those tasks into our main work folder structure, and build out complete project plans with subtasks for the big ideas. Tracking Progress Using OKRs If you're someone who loves quantifying goals and hitting numbers, consider implementing OKRs and using project tracking tools to monitor progress. "OKRs" stands for "Objectives and Key Results." It's a system for setting goals (Objectives) and the steps necessary to achieve those goals (Key Results), popularized by Google. It's something we do at Wrike. You can set up an OKR like this: O: Publish regularly on blog KR: Write at least 3 blog posts every week KR: Research 10 new post ideas at least once per week KR: Build a backlog of 10 posts to publish later when inspiration fails Notice how the Objective is broad, and the Key Results are more direct supporting steps toward reaching that goal. You can read all about OKRs in our post on using OKRs for quarterly planning. In the meantime, here are a few quick tips on OKR creation: Start every O and KR with a verb. This ensures they are actionable. Make sure every KR includes a number. This ensures it is a measurable action that you can finally mark as complete. Make sure your goals are slightly out of reach. They shouldn't be laughably hard to attain, but if you make them just a little more difficult than you typically would, it will inspire you to work harder to go the distance. We wrote an entire post detailing exactly how you can implement the OKR system at your company using Wrike. Take a look. Setting Personal Goals Using Wrike It can't always be about work, work, work! Every person should set some personal improvement goals to help maintain that work-life balance. When you decide on what yours will be, track them where you're already tracking the rest of your work — in Wrike!   You can create a private folder at the top level of your Wrike account that no one else will be able to see. Turn each of your resolutions into a task, and if you know what it will take to turn those resolutions into a reality, break down those steps into subtasks. Create recurring tasks for things you know you'll need to do every week to reach your goal, assign them due dates for the end of each week, and mark them as complete as you make progress. Are you one of those people who never knows what to set for your New Year's Resolution? Here are some examples of what Wrikers are aiming to improve in 2016: Practice a new language at least 3x week using the Duolingo app Get better at doing Read 10 business-related improvement books Volunteer at the dog shelter at least 1x per month Keep one plant alive all year Reconnect with old friends Using Wrike for Goal-Setting Are you using Wrike to set and track your goals? Tell us your story and share how it has helped keep you on track in the comments below! If you have questions about best practices for goal-setting in Wrike, ask away in the comments and we'll get back to you with our advice.

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The Missing Link of Job Analysis: A Case Study

• First Online: 23 April 2021

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• Prerna Mathur 7 &
• Shikha Kapoor 7  

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Any organization, in any industry, is able to perform efficiently when the objectives of the organization and the resulting objectives of the roles in the organization are unambiguous, structured, and well communicated and understood. In the event of lack of such clarity, the organization often faces various complex inter-related problems, such as wasted employee expertise, unrealistic performance standards, lack of human resource planning, incorrect talent hiring, talent gaps, low employee motivation, and so on. This case study, therefore, tries to elaborate upon the important link of job analysis that serves as a strong foundation in an organization to prevent many human-resource-related problems.

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Mathur, P., Kapoor, S. (2021). The Missing Link of Job Analysis: A Case Study. In: Kapur, P.K., Singh, G., Panwar, S. (eds) Advances in Interdisciplinary Research in Engineering and Business Management. Asset Analytics. Springer, Singapore. https://doi.org/10.1007/978-981-16-0037-1_11

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Case Study: Job Market Data Analysis Using Power BI

Reshma Rathod

I’ll be studying a real-world job posting dataset to gain insights for Data Search, a fictitious recruiting company. I’ll investigate and clean the data with Power Query to find out what skills are most in demand for data scientists, analysts, and engineers. I will next utilize DAX to create meaningful representations of my results. Finally, I’ll use all Power BI has to offer to develop a business dashboard from which I can answer queries for the Data Search team.

Data Analytics Pipeline

⦁ Before proceeding with exploratory data analysis, I will double-check the data’s integrity.

⦁ I’ll start asking business questions about the problem we’ll be solving.

⦁ For further examination, I will use a range of graphics as well as some basic DAX computations.

⦁ For our key stakeholders, I’ll make the images more intuitive and user-friendly.

Problem to solve.

I’ll be working with Data Search, an employer recruiting firm, to obtain knowledge about data science job market trends. Recruiters, often known as headhunters, offer employment recruiting services to both employers and job seekers. I’ll be assigned with identifying trends in top data science jobs and their associated abilities utilizing a dataset of job postings.

Market trends to watch.

Job market trends are a standard supply-and-demand issue. The principles of this concept are critical to understand, and we should look for them throughout this case study.

For this case study, I’ll utilize a fictious dataset consisting of job postings in the data science field over the last five years. Each entry in this dataset’s table represents a single job posting at a given moment, with 19 attributes or columns for each posting. Because this dataset is fictious, we cannot apply the information acquired in this case study to real-world situations.

The dataset is comprised of both Qualitative and Quantitative characterized columns. For the Qualitative Columns, the primary columns include items relevant to a job posting, such as the ID, title, type, and level, along with the required skills for the job. For the quantitative columns I will be looking at attributes such as

⦁ dates of job postings,

⦁ minimum experience level requested in years,

⦁ minimum and maximum salary offered for the job posting,

⦁ and the number of applicants that applied to the job in the first 24 hours.

EDA questions to ask:

1. What is the average salary in data science?

2. What are the most popular jobs in data science?

3. Which data analytical skills correlates to job postings

4. How frequent are job postings being posted (i.e. trends in job postings)?

Initial EDA with Power Query

Hovering over the header title reveals that there is less than 1% of empty data for Company Name.

We can see that the minimum pay, maximum pay, and pay rate columns include a large number of empty values, with more than 90% of them unoccupied. The number of candidate columns is 31% empty, the company name, industry, and size have less than 1% empty columns, and the job title extra information column contains 70% empty columns.

Job posting trend analysis.

We’ll visualize the average of Years Experience required by each of the fields of Job Position Level to have a first understanding of the relationship between time and position level.

The higher the level of experience, the higher the work position, implying that you must have a particular amount of experience to reach various levels.

Exploring trends in job postings over time, with a special focus on how years of experience relates to specific job positions (e.g., entry-level). Looking at what month and year has the least amount of job postings?

The month of March 2020 had a considerable decrease in job listings. Due to the commencement of COVID-19 in March 2020, this occurred. During these uncertain times, employers were hesitant to publicize job openings.

Data Cleanup of Job Titles

Data Scientist, Data Analyst, Data Engineer, Machine Learning Engineer, and Data Science Manager are among the top positions in data science that Data Search has requested a detailed investigation of. We are going to drill down the particular job of interest and answer some questions.

How many job postings are listed for the second highest number of jobs for the filtered values?

The Data Scientist position has the second most job openings. Surprisingly, data engineers appear to be one of the most in-demand careers in data science.

Effect of years’ experience on salary

Exploring the factors that influence employment market trends. For this, we’ll look at salaries for various jobs and see how they vary with years of experience.

Which `Job Title` has the lowest average pay based on experience level?

Trends found with EDA.

⦁ There are many empty values for the salary information.

⦁ As years of experience increase for a job, so does the associated salary

⦁ Job postings over the past five years are trending upwards

⦁ There’s correlation between job position level and years of experience for a job

⦁ Data Engineers is the most popular and in demand role in data science

Market insight analysis

Exploratory data analysis findings

The first is that the number of job openings is increasing with time. With the exception of a few brief moments of decline in job postings in 2020, job postings for data science positions are on the rise, which is great news for DataSearch. Data Engineers, Scientists, and Analysts are among the most in-demand positions among the five to examine. To optimize our efforts, we’ll want to concentrate on these tasks in our next examination. Finally, we highlighted that data science positions are in high demand in the technology industry, and that these professions all pay well and are growing in demand. We’ll need to dive more into these industries and companies in the upcoming analysis.

Diving deeper into the dataset

Although we were able to do a high-level analysis of all of the data earlier, we will now go deeper into some of the columns displayed to unearth additional insights. We’ll use compelling visuals to help us create these discoveries. We want to see whether there’s any link between skills and a certain job title. We’ll also look at the top industries and companies that are looking for these positions. Finally, we’ll make suggestions to stakeholders based on our results, so we’ll be looking for relevant insights to offer.

Key insights to focus.

⦁ Are certain companies targeting particular job types, experience, or skills?

⦁ Is there a minimum expected experience level for certain roles or skills?

⦁ What are top skills needed for entry level data scientist?

⦁ What industries have the most competitive salaries.

Cleanup and skill analysis

The Job Skills column contains values in a list (e.g., [‘python’, ‘power_bi’, …]), so we’ll need to clean this up before further analysis.

⦁ Duplicate the current job posting table.

⦁ Renaming the duplicated column to be job skills and removing all columns except Job Posting ID & Job Skills

⦁ Clean up the Job Skills column to remove brackets (e.g., []), quotes (e.g, ‘’), and spaces (e.g., “ “). Only the comma is remaining as the delimiter.

⦁ Splitted the Job Skills column by the delimiter to make a row for each skill along with the associated Job Posting ID.

⦁ Removed the rows that had blanks value in the Job Skills column by using the down arrow in the header of this column.

Creating a visualization showing the counts of all the different skills.

Looking specifically at power bi, it looks like Power Bi is categorized under two entries powerbi and power_bi, so It’s necessary it’s uniform. Replacing every instance where there’s “powerbi” to “power_bi”

Using DAX to better understand the likelihood of a particular skill being featured in a job posting. We create a measure called posting counts that counts the job posting ids, as well as a measure called skill count that counts the number of skills, and then we calculate the ratio (skill count / posting count) = %skill in posting.

Trends in skills over time

Exploring how skills in job postings trend over time. For the three major jobs (i.e., Data Analyst, Engineer, & Scientist) we can see the metrics have fluctuations on a short-term basis, they seem to maintain relatively consistent over the past few years.

For Data Search, we’re going to go further into the top companies and industries that are hiring data scientists. Using a visualization that includes both Posting Count and Job Position Level, we’ll filter down to the top 10 industries by number of job posts. Looking specifically at mid-level roles for the internet industry.

This company (Topal) appears to be employing a large number of Data Engineers and Data Scientists. This is an important discovery to offer to Data search!

Other Job Recommendations

Other job titles that have similar requirements to the 5 key job titles we looked at earlier should be considered. For example, looking at what job is most similar to a data analyst in terms of the type and number of skills required, we can see that both business analyst and data analyst require SQL, Excel, Tableau, database, and cloud skills.

Job Posting by Company Size

Most job postings came from smaller sized companies.

I’m going to start by adding visuals to the dashboards; our slicers will be on the left, we’ll have a header, and the charts will be below.

What job position for the level of business analyst request excel the most as a skill

Checking if the slicers are responsive, we could answer the question, that in 2021, what was the average years of experience for data scientists in the computer software industry.

Next is completing the skill dashboard, by including visuals from the skill analysis and skill likelihood pages. To verify if the cards are working, we might ask questions like how many job postings for a data analyst list the expertise of SQL. 1425

The third dashboard would contain a gauge for the salary, we would also need all the visuals from the “Experience Analysis” page. The gauge includes average pay at the value, average minimum pays at the minimum, and average maximum pay at the maximum. To see if the gauge works, we may ask questions such, “What is the typical compensation for an entry-level data scientist in the computer software industry?”

I have completed all major portions of the data analytics pipeline. I progressed from integrity checks and exploration to identifying insights in the data science job market. In addition, I created an interactive dashboard for Data Search to utilize in future recruiting! This final dashboard now helps with communicating insights. Recruiters using Data Search can now simply search for data science jobs to better tell their customers about the most in-demand roles, skills, and companies!

Snapshot of dashboards below

Thank you for reading.

Written by Reshma Rathod

Aspiring Data Engineer

Text to speech

Business growth

Marketing tips

16 case study examples (+ 3 templates to make your own)

I like to think of case studies as a business's version of a resume. It highlights what the business can do, lends credibility to its offer, and contains only the positive bullet points that paint it in the best light possible.

Imagine if the guy running your favorite taco truck followed you home so that he could "really dig into how that burrito changed your life." I see the value in the practice. People naturally prefer a tried-and-true burrito just as they prefer tried-and-true products or services.

To help you showcase your success and flesh out your burrito questionnaire, I've put together some case study examples and key takeaways.

What is a case study?

A case study is an in-depth analysis of how your business, product, or service has helped past clients. It can be a document, a webpage, or a slide deck that showcases measurable, real-life results.

For example, if you're a SaaS company, you can analyze your customers' results after a few months of using your product to measure its effectiveness. You can then turn this analysis into a case study that further proves to potential customers what your product can do and how it can help them overcome their challenges.

It changes the narrative from "I promise that we can do X and Y for you" to "Here's what we've done for businesses like yours, and we can do it for you, too."

16 case study examples 

While most case studies follow the same structure, quite a few try to break the mold and create something unique. Some businesses lean heavily on design and presentation, while others pursue a detailed, stat-oriented approach. Some businesses try to mix both.

There's no set formula to follow, but I've found that the best case studies utilize impactful design to engage readers and leverage statistics and case details to drive the point home. A case study typically highlights the companies, the challenges, the solution, and the results. The examples below will help inspire you to do it, too.

1. .css-12hxxzz-Link{all:unset;box-sizing:border-box;-webkit-text-decoration:underline;text-decoration:underline;cursor:pointer;-webkit-transition:all 300ms ease-in-out;transition:all 300ms ease-in-out;outline-offset:1px;-webkit-text-fill-color:currentColor;outline:1px solid transparent;}.css-12hxxzz-Link[data-color='ocean']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='ocean']:hover{outline-color:var(--zds-text-link-hover, #2b2358);}.css-12hxxzz-Link[data-color='ocean']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='white']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='white']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='white']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='primary']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='primary']:hover{color:var(--zds-text-link, #2b2358);}.css-12hxxzz-Link[data-color='primary']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='secondary']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='secondary']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='secondary']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-weight='inherit']{font-weight:inherit;}.css-12hxxzz-Link[data-weight='normal']{font-weight:400;}.css-12hxxzz-Link[data-weight='bold']{font-weight:700;} Volcanica Coffee and AdRoll

People love a good farm-to-table coffee story, and boy am I one of them. But I've shared this case study with you for more reasons than my love of coffee. I enjoyed this study because it was written as though it was a letter.

In this case study, the founder of Volcanica Coffee talks about the journey from founding the company to personally struggling with learning and applying digital marketing to finding and enlisting AdRoll's services.

It felt more authentic, less about AdRoll showcasing their worth and more like a testimonial from a grateful and appreciative client. After the story, the case study wraps up with successes, milestones, and achievements. Note that quite a few percentages are prominently displayed at the top, providing supporting evidence that backs up an inspiring story.

Takeaway: Highlight your goals and measurable results to draw the reader in and provide concise, easily digestible information.

2. .css-12hxxzz-Link{all:unset;box-sizing:border-box;-webkit-text-decoration:underline;text-decoration:underline;cursor:pointer;-webkit-transition:all 300ms ease-in-out;transition:all 300ms ease-in-out;outline-offset:1px;-webkit-text-fill-color:currentColor;outline:1px solid transparent;}.css-12hxxzz-Link[data-color='ocean']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='ocean']:hover{outline-color:var(--zds-text-link-hover, #2b2358);}.css-12hxxzz-Link[data-color='ocean']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='white']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='white']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='white']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='primary']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='primary']:hover{color:var(--zds-text-link, #2b2358);}.css-12hxxzz-Link[data-color='primary']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='secondary']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='secondary']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='secondary']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-weight='inherit']{font-weight:inherit;}.css-12hxxzz-Link[data-weight='normal']{font-weight:400;}.css-12hxxzz-Link[data-weight='bold']{font-weight:700;} Taylor Guitars and Airtable

This Airtable case study on Taylor Guitars comes as close as one can to an optimal structure. It features a video that represents the artistic nature of the client, highlighting key achievements and dissecting each element of Airtable's influence.

It also supplements each section with a testimonial or quote from the client, using their insights as a catalyst for the case study's narrative. For example, the case study quotes the social media manager and project manager's insights regarding team-wide communication and access before explaining in greater detail.

Takeaway: Highlight pain points your business solves for its client, and explore that influence in greater detail.

3. .css-12hxxzz-Link{all:unset;box-sizing:border-box;-webkit-text-decoration:underline;text-decoration:underline;cursor:pointer;-webkit-transition:all 300ms ease-in-out;transition:all 300ms ease-in-out;outline-offset:1px;-webkit-text-fill-color:currentColor;outline:1px solid transparent;}.css-12hxxzz-Link[data-color='ocean']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='ocean']:hover{outline-color:var(--zds-text-link-hover, #2b2358);}.css-12hxxzz-Link[data-color='ocean']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='white']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='white']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='white']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='primary']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='primary']:hover{color:var(--zds-text-link, #2b2358);}.css-12hxxzz-Link[data-color='primary']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='secondary']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='secondary']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='secondary']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-weight='inherit']{font-weight:inherit;}.css-12hxxzz-Link[data-weight='normal']{font-weight:400;}.css-12hxxzz-Link[data-weight='bold']{font-weight:700;} EndeavourX and Figma

My favorite part of Figma's case study is highlighting why EndeavourX chose its solution. You'll notice an entire section on what Figma does for teams and then specifically for EndeavourX.

It also places a heavy emphasis on numbers and stats. The study, as brief as it is, still manages to pack in a lot of compelling statistics about what's possible with Figma.

Takeaway: Showcase the "how" and "why" of your product's differentiators and how they benefit your customers.

4. .css-12hxxzz-Link{all:unset;box-sizing:border-box;-webkit-text-decoration:underline;text-decoration:underline;cursor:pointer;-webkit-transition:all 300ms ease-in-out;transition:all 300ms ease-in-out;outline-offset:1px;-webkit-text-fill-color:currentColor;outline:1px solid transparent;}.css-12hxxzz-Link[data-color='ocean']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='ocean']:hover{outline-color:var(--zds-text-link-hover, #2b2358);}.css-12hxxzz-Link[data-color='ocean']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='white']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='white']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='white']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='primary']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='primary']:hover{color:var(--zds-text-link, #2b2358);}.css-12hxxzz-Link[data-color='primary']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='secondary']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='secondary']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='secondary']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-weight='inherit']{font-weight:inherit;}.css-12hxxzz-Link[data-weight='normal']{font-weight:400;}.css-12hxxzz-Link[data-weight='bold']{font-weight:700;} ActiveCampaign and Zapier

Zapier's case study leans heavily on design, using graphics to present statistics and goals in a manner that not only remains consistent with the branding but also actively pushes it forward, drawing users' eyes to the information most important to them. 

The graphics, emphasis on branding elements, and cause/effect style tell the story without requiring long, drawn-out copy that risks boring readers. Instead, the cause and effect are concisely portrayed alongside the client company's information for a brief and easily scannable case study.

Takeaway: Lean on design to call attention to the most important elements of your case study, and make sure it stays consistent with your branding.

5. .css-12hxxzz-Link{all:unset;box-sizing:border-box;-webkit-text-decoration:underline;text-decoration:underline;cursor:pointer;-webkit-transition:all 300ms ease-in-out;transition:all 300ms ease-in-out;outline-offset:1px;-webkit-text-fill-color:currentColor;outline:1px solid transparent;}.css-12hxxzz-Link[data-color='ocean']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='ocean']:hover{outline-color:var(--zds-text-link-hover, #2b2358);}.css-12hxxzz-Link[data-color='ocean']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='white']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='white']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='white']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='primary']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='primary']:hover{color:var(--zds-text-link, #2b2358);}.css-12hxxzz-Link[data-color='primary']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='secondary']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='secondary']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='secondary']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-weight='inherit']{font-weight:inherit;}.css-12hxxzz-Link[data-weight='normal']{font-weight:400;}.css-12hxxzz-Link[data-weight='bold']{font-weight:700;} Ironclad and OpenAI

In true OpenAI fashion, this case study is a block of text. There's a distinct lack of imagery, but the study features a narrated video walking readers through the product.

The lack of imagery and color may not be the most inviting, but utilizing video format is commendable. It helps thoroughly communicate how OpenAI supported Ironclad in a way that allows the user to sit back, relax, listen, and be impressed. 

Takeaway: Get creative with the media you implement in your case study. Videos can be a very powerful addition when a case study requires more detailed storytelling.

6. .css-12hxxzz-Link{all:unset;box-sizing:border-box;-webkit-text-decoration:underline;text-decoration:underline;cursor:pointer;-webkit-transition:all 300ms ease-in-out;transition:all 300ms ease-in-out;outline-offset:1px;-webkit-text-fill-color:currentColor;outline:1px solid transparent;}.css-12hxxzz-Link[data-color='ocean']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='ocean']:hover{outline-color:var(--zds-text-link-hover, #2b2358);}.css-12hxxzz-Link[data-color='ocean']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='white']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='white']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='white']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='primary']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='primary']:hover{color:var(--zds-text-link, #2b2358);}.css-12hxxzz-Link[data-color='primary']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='secondary']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='secondary']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='secondary']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-weight='inherit']{font-weight:inherit;}.css-12hxxzz-Link[data-weight='normal']{font-weight:400;}.css-12hxxzz-Link[data-weight='bold']{font-weight:700;} Shopify and GitHub

GitHub's case study on Shopify is a light read. It addresses client pain points and discusses the different aspects its product considers and improves for clients. It touches on workflow issues, internal systems, automation, and security. It does a great job of representing what one company can do with GitHub.

To drive the point home, the case study features colorful quote callouts from the Shopify team, sharing their insights and perspectives on the partnership, the key issues, and how they were addressed.

Takeaway: Leverage quotes to boost the authoritativeness and trustworthiness of your case study. 

7 . .css-12hxxzz-Link{all:unset;box-sizing:border-box;-webkit-text-decoration:underline;text-decoration:underline;cursor:pointer;-webkit-transition:all 300ms ease-in-out;transition:all 300ms ease-in-out;outline-offset:1px;-webkit-text-fill-color:currentColor;outline:1px solid transparent;}.css-12hxxzz-Link[data-color='ocean']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='ocean']:hover{outline-color:var(--zds-text-link-hover, #2b2358);}.css-12hxxzz-Link[data-color='ocean']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='white']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='white']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='white']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='primary']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='primary']:hover{color:var(--zds-text-link, #2b2358);}.css-12hxxzz-Link[data-color='primary']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='secondary']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='secondary']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='secondary']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-weight='inherit']{font-weight:inherit;}.css-12hxxzz-Link[data-weight='normal']{font-weight:400;}.css-12hxxzz-Link[data-weight='bold']{font-weight:700;} Audible and Contentful

Contentful's case study on Audible features almost every element a case study should. It includes not one but two videos and clearly outlines the challenge, solution, and outcome before diving deeper into what Contentful did for Audible. The language is simple, and the writing is heavy with quotes and personal insights.

This case study is a uniquely original experience. The fact that the companies in question are perhaps two of the most creative brands out there may be the reason. I expected nothing short of a detailed analysis, a compelling story, and video content. 

Takeaway: Inject some brand voice into the case study, and create assets that tell the story for you.

8 . .css-12hxxzz-Link{all:unset;box-sizing:border-box;-webkit-text-decoration:underline;text-decoration:underline;cursor:pointer;-webkit-transition:all 300ms ease-in-out;transition:all 300ms ease-in-out;outline-offset:1px;-webkit-text-fill-color:currentColor;outline:1px solid transparent;}.css-12hxxzz-Link[data-color='ocean']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='ocean']:hover{outline-color:var(--zds-text-link-hover, #2b2358);}.css-12hxxzz-Link[data-color='ocean']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='white']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='white']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='white']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='primary']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='primary']:hover{color:var(--zds-text-link, #2b2358);}.css-12hxxzz-Link[data-color='primary']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='secondary']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='secondary']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='secondary']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-weight='inherit']{font-weight:inherit;}.css-12hxxzz-Link[data-weight='normal']{font-weight:400;}.css-12hxxzz-Link[data-weight='bold']{font-weight:700;} Zoom and Asana

Asana's case study on Zoom is longer than the average piece and features detailed data on Zoom's growth since 2020. Instead of relying on imagery and graphics, it features several quotes and testimonials. 

It's designed to be direct, informative, and promotional. At some point, the case study reads more like a feature list. There were a few sections that felt a tad too promotional for my liking, but to each their own burrito.

Takeaway: Maintain a balance between promotional and informative. You want to showcase the high-level goals your product helped achieve without losing the reader.

9 . .css-12hxxzz-Link{all:unset;box-sizing:border-box;-webkit-text-decoration:underline;text-decoration:underline;cursor:pointer;-webkit-transition:all 300ms ease-in-out;transition:all 300ms ease-in-out;outline-offset:1px;-webkit-text-fill-color:currentColor;outline:1px solid transparent;}.css-12hxxzz-Link[data-color='ocean']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='ocean']:hover{outline-color:var(--zds-text-link-hover, #2b2358);}.css-12hxxzz-Link[data-color='ocean']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='white']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='white']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='white']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='primary']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='primary']:hover{color:var(--zds-text-link, #2b2358);}.css-12hxxzz-Link[data-color='primary']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='secondary']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='secondary']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='secondary']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-weight='inherit']{font-weight:inherit;}.css-12hxxzz-Link[data-weight='normal']{font-weight:400;}.css-12hxxzz-Link[data-weight='bold']{font-weight:700;} Hickies and Mailchimp

I've always been a fan of Mailchimp's comic-like branding, and this case study does an excellent job of sticking to their tradition of making information easy to understand, casual, and inviting.

It features a short video that briefly covers Hickies as a company and Mailchimp's efforts to serve its needs for customer relationships and education processes. Overall, this case study is a concise overview of the partnership that manages to convey success data and tell a story at the same time. What sets it apart is that it does so in a uniquely colorful and brand-consistent manner.

Takeaway: Be concise to provide as much value in as little text as possible.

10. .css-12hxxzz-Link{all:unset;box-sizing:border-box;-webkit-text-decoration:underline;text-decoration:underline;cursor:pointer;-webkit-transition:all 300ms ease-in-out;transition:all 300ms ease-in-out;outline-offset:1px;-webkit-text-fill-color:currentColor;outline:1px solid transparent;}.css-12hxxzz-Link[data-color='ocean']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='ocean']:hover{outline-color:var(--zds-text-link-hover, #2b2358);}.css-12hxxzz-Link[data-color='ocean']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='white']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='white']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='white']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='primary']{color:var(--zds-text-link, #3d4592);}.css-12hxxzz-Link[data-color='primary']:hover{color:var(--zds-text-link, #2b2358);}.css-12hxxzz-Link[data-color='primary']:focus{color:var(--zds-text-link-hover, #3d4592);outline-color:var(--zds-text-link-hover, #3d4592);}.css-12hxxzz-Link[data-color='secondary']{color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-color='secondary']:hover{color:var(--zds-gray-warm-5, #a8a5a0);}.css-12hxxzz-Link[data-color='secondary']:focus{color:var(--zds-gray-warm-1, #fffdf9);outline-color:var(--zds-gray-warm-1, #fffdf9);}.css-12hxxzz-Link[data-weight='inherit']{font-weight:inherit;}.css-12hxxzz-Link[data-weight='normal']{font-weight:400;}.css-12hxxzz-Link[data-weight='bold']{font-weight:700;} NVIDIA and Workday

The gaming industry is notoriously difficult to recruit for, as it requires a very specific set of skills and experience. This case study focuses on how Workday was able to help fill that recruitment gap for NVIDIA, one of the biggest names in the gaming world.

Though it doesn't feature videos or graphics, this case study stood out to me in how it structures information like "key products used" to give readers insight into which tools helped achieve these results.

Takeaway: If your company offers multiple products or services, outline exactly which ones were involved in your case study, so readers can assess each tool.

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I'm personally not a big KFC fan, but that's only because I refuse to eat out of a bucket. My aversion to the bucket format aside, Contentful follows its consistent case study format in this one, outlining challenges, solutions, and outcomes before diving into the nitty-gritty details of the project.

Say what you will about KFC, but their primary product (chicken) does present a unique opportunity for wordplay like "Continuing to march to the beat of a digital-first drum(stick)" or "Delivering deep-fried goodness to every channel."

Takeaway: Inject humor into your case study if there's room for it and if it fits your brand. 

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Twilio does an excellent job of delivering achievements at the very beginning of the case study and going into detail in this two-minute read. While there aren't many graphics, the way quotes from the Intuit team are implemented adds a certain flair to the study and breaks up the sections nicely.

It's simple, concise, and manages to fit a lot of information in easily digestible sections.

Takeaway: Make sure each section is long enough to inform but brief enough to avoid boring readers. Break down information for each section, and don't go into so much detail that you lose the reader halfway through.

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Salesforce created a video that accurately summarizes the key points of the case study. Beyond that, the page itself is very light on content, and sections are as short as one paragraph.

I especially like how information is broken down into "What you need to know," "Why it matters," and "What the difference looks like." I'm not ashamed of being spoon-fed information. When it's structured so well and so simply, it makes for an entertaining read.

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Benchling is an impressive entity in its own right. Biotech R&D and health care nuances go right over my head. But the research and digging I've been doing in the name of these burritos (case studies) revealed that these products are immensely complex. 

And that's precisely why this case study deserves a read—it succeeds at explaining a complex project that readers outside the industry wouldn't know much about.

Takeaway: Simplify complex information, and walk readers through the company's operations and how your business helped streamline them.

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The concision of this case study is refreshing. It features two sections—the challenge and the solution—all in 316 words. This goes to show that your case study doesn't necessarily need to be a four-figure investment with video shoots and studio time. 

Sometimes, the message is simple and short enough to convey in a handful of paragraphs.

Takeaway: Consider what you should include instead of what you can include. Assess the time, resources, and effort you're able and willing to invest in a case study, and choose which elements you want to include from there.

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I may be biased, but I'm a big fan of seeing metrics and achievements represented in branded graphics. It can be a jarring experience to navigate a website, then visit a case study page and feel as though you've gone to a completely different website.

The case study is essentially the summary, and the blog article is the detailed analysis that provides context beyond X achievement or Y goal.

Takeaway: Keep your case study concise and informative. Create other resources to provide context under your blog, media or press, and product pages.

3 case study templates

Now that you've had your fill of case studies (if that's possible), I've got just what you need: an infinite number of case studies, which you can create yourself with these case study templates.

Case study template 1

If you've got a quick hit of stats you want to show off, try this template. The opening section gives space for a short summary and three visually appealing stats you can highlight, followed by a headline and body where you can break the case study down more thoroughly. This one's pretty simple, with only sections for solutions and results, but you can easily continue the formatting to add more sections as needed.

Case study template 2

For a case study template with a little more detail, use this one. Opening with a striking cover page for a quick overview, this one goes on to include context, stakeholders, challenges, multiple quote callouts, and quick-hit stats. 

Case study template 3

Whether you want a little structural variation or just like a nice dark green, this template has similar components to the last template but is designed to help tell a story. Move from the client overview through a description of your company before getting to the details of how you fixed said company's problems.

Tips for writing a case study

Examples are all well and good, but you don't learn how to make a burrito just by watching tutorials on YouTube without knowing what any of the ingredients are. You could , but it probably wouldn't be all that good.

Have an objective: Define your objective by identifying the challenge, solution, and results. Assess your work with the client and focus on the most prominent wins. You're speaking to multiple businesses and industries through the case study, so make sure you know what you want to say to them.

Focus on persuasive data: Growth percentages and measurable results are your best friends. Extract your most compelling data and highlight it in your case study.

Use eye-grabbing graphics: Branded design goes a long way in accurately representing your brand and retaining readers as they review the study. Leverage unique and eye-catching graphics to keep readers engaged. 

Simplify data presentation: Some industries are more complex than others, and sometimes, data can be difficult to understand at a glance. Make sure you present your data in the simplest way possible. Make it concise, informative, and easy to understand.

Use automation to drive results for your case study

A case study example is a source of inspiration you can leverage to determine how to best position your brand's work. Find your unique angle, and refine it over time to help your business stand out. Ask anyone: the best burrito in town doesn't just appear at the number one spot. They find their angle (usually the house sauce) and leverage it to stand out.

Case study FAQ

Got your case study template? Great—it's time to gather the team for an awkward semi-vague data collection task. While you do that, here are some case study quick answers for you to skim through while you contemplate what to call your team meeting.

What is an example of a case study?

An example of a case study is when a software company analyzes its results from a client project and creates a webpage, presentation, or document that focuses on high-level results, challenges, and solutions in an attempt to showcase effectiveness and promote the software.

How do you write a case study?

To write a good case study, you should have an objective, identify persuasive and compelling data, leverage graphics, and simplify data. Case studies typically include an analysis of the challenge, solution, and results of the partnership.

What is the format of a case study?

While case studies don't have a set format, they're often portrayed as reports or essays that inform readers about the partnership and its results. 

Related reading:

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Hachem Ramki

Hachem is a writer and digital marketer from Montreal. After graduating with a degree in English, Hachem spent seven years traveling around the world before moving to Canada. When he's not writing, he enjoys Basketball, Dungeons and Dragons, and playing music for friends and family.

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4.2 Job Analysis

Job Analysis is a systematic process used to identify and determine, in detail, the particular job duties and requirements and the relative importance of these duties for a given job. It allows HR managers to understand what tasks people actually perform in their jobs and the human abilities required to perform these tasks. It is often called the “bedrock” of HRM practices. Job analysis aims to answer questions such as:

• What are the specific elements of the job?
• What physical and mental activities does the worker undertake?
• When is the job to be performed?
• Where is the job to be performed?
• Under what conditions is it to be performed?

A major aspect of job analysis includes research, which may mean reviewing job responsibilities of current employees, researching job descriptions for similar jobs with competitors, and analyzing any new responsibilities that need to be accomplished by the person with the position.

Job Analysis Competencies

•  Conduct a job analysis using an objective methodology that is appropriate for the purpose for which the job analysis is conducted.
•  Implement job enrichment, job enlargement, and job re-design initiatives when deemed appropriate.

Source: HRPA Professional Competency Framework (2014) , pg. 13. © HRPA, all rights reserved.

For HRM professionals, the job analysis process results lead to job design, work structure and process engineering, as well as team and department structure. The data collected informs a multitude of HR policies and processes. For this reason, job analysis is often referred to as the ‘building block’ of HRM.

How HRM Uses Job Analysis

Here are some examples of how the results of job analysis can be used in HRM:

• Production of accurate job postings to attract strong candidates;
• Identification of critical knowledge, skills, and abilities required for success to include as hiring criteria;
• Identification of risks associated with the job responsibilities to prevent accidents;
• Design of performance appraisal systems that measure actual job elements;
• Development of equitable compensation plans;
• Design training programs that address specific and relevant knowledge, skills, and abilities.

The Job as Unit of Analysis

Any job, at some point, needs to be looked at in detail in order to understand its important tasks, how they are carried out, and the necessary human qualities needed to complete them. As organizations mature and evolve, it is important that HR managers also capture aspects of jobs in a systematic matter because so much relies on them. If HRM cannot capture the job elements that are new and those that are no longer relevant, it simply cannot build efficient HRM processes.

Take the job of university or college professor, for example. Think of how that job has changed recently, especially in terms of how professors use technology. Ten years ago, technology-wise, a basic understanding of PowerPoint was pretty much all that was required to be effective in the classroom. Today, professors have to rely on Zoom, Moodle, and countless other pedagogical platforms when they deliver their courses.

These changes point to a profound change in the job. It is critical that this change be captured by the organization’s HR department in order for the organization to achieve their educational mission. With this information, departments can now select professors based on their level of technological savvy, develop training programs on various platforms, and evaluate/reward those professors who are embracing the technological shift, etc.

While job analysis seeks to determine the specific elements of each job, there are many studies that have looked at how jobs are evolving in general . These mega trends are interesting because they not only point towards new characteristics of jobs but also towards an acceleration in the rate of change.

For example, Artificial Intelligence (AI) has just begun to make its impact on the world of work. In the next decade, many tasks will be replaced and even enhanced by algorithms. Project yourself, if you can, 50 years from now. Do you think that transportation companies will rely on truck drivers? Autonomous vehicles are already a reality, this promises to be incredibly efficient. Do you think that customer service representatives will be required? We are already having conversations with voice-recognition automated systems without realizing it. Let’s push this to more sophisticated jobs: medical doctors.  The diagnosis of illness requires a vast amount of knowledge and, in the end, judgment. Who would bet against the ability of computers able to process billions of bits of information per second not to outperform the average doctor? Bottom line: the AI revolution is not coming, it is already here.

Determine Information Needed

The information gathered from the job analysis falls into two categories: the task demands of a job and the human attributes necessary to perform these tasks. Thus, two types of job analyses can be performed: a task-based analysis or a skills-based analysis.

Task-based job analysis

This type of job analysis is the most common and seeks to identify elements of the jobs. Tasks are to be expressed in the format of a task statement. The task statement is considered the single most important element of the task analysis process. It provides a standardized, concise format to describe worker actions. If done correctly, task statements can eliminate the need for the personnel analyst to make subjective interpretations of worker actions. Task statements should provide a clear, complete picture of what is being done, how it is being done and why it is being done. A complete task statement will answer four questions:

• Performs what action? (action verb)
• To whom or what? (object of the verb)
• To produce what? or Why is it necessary? (expected output)
• Using what tools, equipment, work aids, processes?

When writing task statements, always begin each task statement with a verb to show the action you are taking. Also, do not use abbreviations and rely on common and easily understood terms. Be sure to make statements very clear so that a person with no knowledge of the department or the job will understand what is actually done. Here are some examples of appropriate task statements:

• Analyze and define architecture baselines for the Program Office
• Analyze and support Process Improvements for XYZ System
• Analyze, scan, test, and audit the network for the Computer Lab
• Assess emerging technology and capabilities for the Computer Lab
• Assist in and develop Information Assurance (IA) policy and procedure documents for the Program Office
• Automate and generate online reports for the Program Office using XYZ System
• Capture, collate, and report installation safety issues for XYZ System
• Conduct periodic facility requirements analysis for the Program Office
• Copy, collate, print, and bind technical publications and presentation materials for the Program Office

Competency-based job analysis

A competency-based analysis focuses on the specific knowledge and abilities an employee must have to perform the job. This method is less precise and more subjective. Competency-based analysis is more appropriate for specific, high-level positions.

Identify the Source(s) of Data

For job analysis, a number of human and non-human data sources are available besides the jobholder themselves. The following can be sources of data available for a job analysis.

Determine Methods of Data Collection

Determining which tasks employees perform is not easy. The information provided helps in decision making, must be evidence-based and documented. One of the most effective technique when collecting information for a job analysis is to obtain information through direct observation as well as from the most qualified incumbent(s) via questionnaires or interviews.

Evidence-Based Approach Competencies

•  Consult the literature for solutions to HR challenges.
•  Promote the use of data and quantitative and qualitative research in the decision-making process.
•  Document the rationale for HR decisions.

Source: HRPA Professional Competency Framework (2014) , pg. 11. © HRPA, all rights reserved.

The following describes the most common job analysis methods.

Open-ended questionnaire

Job incumbents and/or managers fill out questionnaires about the Knowledge, Skills, and Abilities (KSA’s) necessary for the job. HR compiles the answers and publishes a composite statement of job requirements. This method produces reasonable job requirements with input from employees and managers and helps analyze many jobs with limited resources.

Structured questionnaire

These questionnaires only allow specific responses aimed at determining the nature of the tasks that are performed, their relative importance, frequencies, and, at times, the skills required to perform them. The structured questionnaire is helpful to define a job objectively, which also enables analysis with computer models. This questionnaire shows how an HR professional might gather data for a job analysis. These questionnaires can be completed on paper or online, many are available for free.

In a face-to-face interview, the interviewer obtains the necessary information from the employee about the KSAs needed to perform the job. The interviewer uses predetermined questions, with additional follow-up questions based on the employee’s response. This method works well for professional jobs.

Observation

Employees are directly observed performing job tasks, and observations are translated into the necessary KSAs for the job. Observation provides a realistic view of the job’s daily tasks and activities and works best for short-cycle production jobs.

Work diary or log

A work diary or log is a record maintained by the employee and includes the frequency and timing of tasks. The employee keeps logs over a period of days or weeks. HR analyzes the logs, identifies patterns and translates them into duties and responsibilities. This method provides an enormous amount of data, but much of it is difficult to interpret, may not be job-related and is difficult to keep up-to-date. See : Job Analysis: Time and Motion Study Form (Account Creation Required) .

Evaluate and Verify the Data

Once obtained, job analysis information needs to be validated and evidence-based.. This can be done with workers performing the job or with the immediate supervisor, for accuracy purposes. This corroboration of the data will ensure the information’s accuracy, and can also help the employees’ acceptance of the job analysis data.

Using the Data to Yield a Job Analysis Report

Once the job analysis has been completed, it is time to write the job description. These are technical documents that can be very detailed. For example, here is a job analysis report conducted in the US by the Federal Aviation Administration (FAA) within strategic initiatives focusing on four occupations with primary responsibilities for safety and risk data collection, analysis, and presentation: Operations Research Analyst, Engineer, Economist, and Mathematician. In a totally different category of work, here is another one describing the job of Amusement and Recreation Attendant .

Job Analysis is a great deal of work. Are there any situations where a company would not want to complete Job Analysis? Do you think that all companies should complete Job Analysis? Why? Why not?

Job Analysis: The Process that Defines Job Relatedness

In the chapter on discrimination, we emphasized the importance of the concept of job relatedness. Jobs contain many elements, some of which are essential to doing the job, and others that are ideal or preferable, but not essential. A job analysis will distinguish between essential and non-essential duties. The essential requirements must be determined objectively and employers should be able to show why a certain task is either essential or non-essential to a job.

Finding out the essential characteristics of a job is fundamental in determining whether some employment decisions are discriminatory or not.  For example, a hiring requirement that states ‘frequent travel’ will disproportionately impact women with major caregiving responsibilities. When travel is included in a job description, it must be an essential duty otherwise its disparate impact on women will make it illegal. Moreover, even if travel is found to be an essential job duty, the employer would be expected to accommodate the family-status needs of employees. The purpose of a job analysis is to objectively establish the ‘job relatedness’ of employment procedures such as training, selection, compensation, and performance appraisal.

In order to comply with the law, an employer may consider the following questions:

• Is the job analysis current or does it need to be updated?
• Does the job analysis accurately reflect the needs and expectations of the employer?
• Which are essential requirements and which are non-essential?

“ 4.2 Job Analysis ” from Human Resources Management – 3rd Edition by Debra Patterson is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License , except where otherwise noted.

Human Resources Management Copyright © 2023 by Debra Patterson is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License , except where otherwise noted.

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Steve Jobs: Persistence and Innovations Case Study

• To find inspiration for your paper and overcome writer’s block
• As a source of information (ensure proper referencing)
• As a template for you assignment

The case study on ‘individuals as leaders’ presents the case of Steve Jobs who started his career at the age of 21 by developing and building a personal computer in his family garage in 1976. He and Steve Wozniak founded Apple Computer, thus opening up a PC era in 1977. He is no more with us.

This analysis looks into the unique aspects of his functioning which contributes to the development of a new theory of leadership itself. The case study raises important questions, whether leadership is the job of a manager or a shared process.

While hard skills are the domain of the managers, soft skills such as leadership are not necessarily possessed by a manager. These questions are now being asked since Steve Jobs proved himself without being a democratic leader in the strict sense of the term.

It has been reported that at once stage Steve was relieved of his position as the CEO of his the company he started and owned, thanks to the dynamics of corporate governance. It did not deter him. He was not content with remaining its chairman. As a serial entrepreneur, he went about starting projects after projects.

When his own first enterprise courted crisis in his absence, he seized the opportunity to rejoin the company and rescued it and continued as its CEO until his passing away recently.

His is the story that it is not the ideal leadership attitude alone is the criterion for business success. It is not that Steve had no leadership qualities. Rather he gave new meaning and dimensions to leadership. His mantra for leadership was persistence and innovation

His leadership has influenced five industries: computers, Hollywood, music, retailing and wireless phones. According to Bill Gates, the co-founder of Microsoft, Jobs was a visionary and took decisions in keeping with the taste of people and products.

One does not have to imitate a leader to become another leader. Jobs’ style made him an automatic leader.

Thus, Apple’s ex-employee Jay Eliot, an ex-Intel confides that Jobs had the temerity to offer him a job in Apple which Jobs could not afford as Eliot’s salary level had been already high. Jobs assured him that once his company went public garnering some $ 250 million, he could afford his pay.

Secondly, Jobs had the habit of not disclosing anything until the last minute. That way, Eliot himself regretted joining Apple as nothing seemed to happen since Jobs used to break the news only when he was sure of it .

According to Eliot, Steve survived, thrived and changed society by following his own passions. He was a great consumer himself. So he had the sense of consumers’ expectations. His way of recruitment of people for key jobs was unique. He expected his potential recruits to have the ability to stand up to his harsh criticism while in job. He used to have no preset agenda, predetermined opinion when it came to interview people for jobs.

His policy was to hire the best talent. He believed in creating an atmosphere that attracted talent. He never hesitated to poach the best people from other enterprises. He never failed to honor people for their contributions. He never took all the credit for himself. He made people know that he knew of contributions of others around him.

Steve believed that his employees were intrinsically motivated if their manager, CEO or leader personally connected himself with the product. Steve believed in “ hands on motivation” often asking people while walking along work spots “What are you working on?”, “What problem are you having ? “ and even “What are you doing to earn the money I’m paying ?”. His leadership tactic was holding very frequent review sessions..

There are several theories of leadership.Transformational leadership is one which converts followers into leaders and leaders into moral agents.

Steve Jobs’ style could be characterized as transformational leadership. He positioned his company to seize the opportunities that went beyond the expectations of the company’s stakeholders.

It is believed that for the next two decades, Steve Jobs’ style of leadership strategy will be the subject of business students as by rejoining Apple, he revived the company to new heights rather than just fixing its problems or offering conventional solutions..

Steve was actually achieving a positive deviance performance for his organization. Positive deviance is said to occur when an organization’s performance is at its best. The goal of positive deviance necessitates strength based approach to strategic planning. Concentrating on strength does not entitle one to ignore weaknesses or threats.

The organizational members are empowered to understand firm’s core capabilities that can potentially sustain a positive deviant performance. Steve Jobs achieved this as the CEO from $ 5 billion when he returned to Apple to $ 170 billion within a decade. Apple’s success was not only on the financial front but also in the others. Its market share in the US for MP3 player market was 73 %.

It was 11 % in smart phone market worldwide. Apple has already won awards of innovation, marketing and management. One of Job’s tactics was strategic story telling which motivated his employees and stakeholders. He proved that a leader should seize opportunities. He made apple a learning organization.

Anoymous. (n.d.). Steve Jobs: Leadership Case Study . Leadership With You Web.

Bolden, R., Gosling, J., Marturano, A., & Dennison, P. (2003). A Review Of Leadership Theory And Competency Frameworks. Centre for Leadership Studies, University of Exeter, United KIngdom.

Burns, J. (1978). Leadership. New York: Harper & Row.

Elliot, J., & Simon, W. L. (2011). The Steve Jobs’ Way : Ileadership for a New Generation. New York: Vanguard.

Wooten, P. L. (n.d.). Building a company the Steve Job’s Way: A positive Deviance Approach to Strategy. Ross School of Business, University of MIchigan.

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IvyPanda. (2019, May 28). Steve Jobs: Persistence and Innovations. https://ivypanda.com/essays/steve-jobs-case-study-analysis-case-study/

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Bibliography

IvyPanda . "Steve Jobs: Persistence and Innovations." May 28, 2019. https://ivypanda.com/essays/steve-jobs-case-study-analysis-case-study/.

Creation of Comprehensive Utilization Alternatives for Coal Mine Water Based on Multi-Criteria Decision Analysis: A Case Study of the Mengcun Coal Mine

38 Pages Posted: 6 Sep 2024

affiliation not provided to SSRN

Chinese Research Academy of Environmental Sciences

Jiangtao He

The efficient use of mine water is a critical part of alleviating water scarcity in the Yellow River Basin. The treatment cost and water quality of mine water significantly influence the selection of comprehensive reuse pathways. This paper summarizes the existing treatment process parameters and reuse pathways for high-TDS coal mine water, detailing the water quality limits and local regulatory requirements for each reuse pathway. By integrating the SWOT (strengths, weaknesses, opportunities, and threats) and PESTEL methods, this study determines the prioritization of reuse pathways. The aim of this study is to propose an alternative evaluation scheme for the comprehensive utilization of high-TDS coal mine water based on the combination of a "treatment process + reuse pathway" to improve utilization efficiency and mitigate water resource shortages in the Yellow River Basin. The methodology was validated through a case study of the Mengcun Coal Mine in Shaanxi Province, which is in the Yellow River Basin. By identifying potential reuse pathways and water consumption in the study area, three conventional treatment process chains and three zero discharge treatment process chains were selected. The prioritization of each comprehensive reuse pathway was determined through evaluation, resulting in the creation of six different alternative scenarios. Each scenario was analyzed for performance in terms of the water reuse rate, residual TDS, operation and maintenance costs, and CO2 emissions. The proposed methodology for creating alternative scenarios can be used to evaluate comprehensive industrial wastewater reuse systems under multiple criteria, providing scientific support to relevant decisionmakers.

Keywords: Comprehensive utilization of coal mine water, Creating alternatives, Treatment process chains, Reuse pathway prioritization, Multicriteria decision analysis.

Suggested Citation: Suggested Citation

affiliation not provided to SSRN ( email )

No Address Available

Chinese Research Academy of Environmental Sciences ( email )

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