Free Essay

Job and Task Analysis

In: Business and Management

Submitted By verner04
Words 793
Pages 4
Job/Task Analysis
David Verner
Dr. George Reeley
Strategic Human Resource Management-HRM 530
Strayer University
July 25, 2012

Locate several job descriptions that apply to the position you have selected from the list. When we are looking to apply for a job we look for specifics about the job first. Some will check the name of the position, pay grade, location, and the open and close date for the application process. We also look for the duties and responsibilities, and also if the job requires that he or she needs to have a particular degree or certifications. But the job I have decided on is the first level clerk in a personnel office of the military. But I will focus on how the position works in the Air National Guard, which is the reserve component of the United States Air Force. A member that is assigned to the personnel department has tasks that they must accomplish and get certified in. “A personnel member supervises and performs activities and functions, including personnel action requests; source documents; unit, field, and master personnel records” (www.goang.com, 2012). “They advises officers and airmen on military personnel issues and programs. Conducts interviews to determine individual’s interests, qualifications, and personnel data. Briefs provisions of personnel programs such as assignments, promotions, separations, retirements, benefit programs, retention, bonus, classification, training and retraining, and personnel reliability program, also personnel readiness and career progression” (www.goang.com, 2012).

Compare the common tasks and behavioral objectives contained within the job descriptions or list of duties. The duties of this job are important to the overall structure of the Air Force. But the personnel group has the sole purpose of updating records, keeping track of members benefits, retirement options, future career options, and retention. The commanders, which are the higher authority, determine the best course of action based off the suggestions from the enlisted members of the personnel squadron. Everything that they do involves training.

Create a customized job/task analysis using the information you have found. There are various phases of the job analysis but I will focus on step five. Step five deals with information. “The collecting of job information is involved in step five and it’s about collecting information about the job. But three sections that exist within this are job analysis interview, job analysis questionnaire, and job analysis observation” (Stewart & Brown, 2012, pgs. 129-130). First, you have the job analysis interview and during this section I discovered that the person’s duties consist of preparation and the maintenance of personnel records for members of the Air Force. Secondly, you have the job analysis questionnaire and during this time I would have a enlisted and officers fill out a form with a few questions asking them to rate the difficulty of certain core tasks and the fulfillment that they get from accomplishing them. The third step is has to do with job observation. And during this time I would follow workers around to observe their daily routine from the reviewing and preparation of records to providing customer service to others that come their seeking their help about various topics.

Describe the organizational structure that will benefit from this type of job/task analysis. The United States Air Force benefits from this Task Analysis of the personnel department. This gauges the interest of new potential employees that might want to work in that area. Also it gives the commanders on ways to make suggestions to improve the area by the addition or removal of certain tasks based off the needs of their particular installation. Also this helps members that are trying figure out how these KSA’s will help them in the civilian sector.

Identify opportunities for appropriate training to support this job and its corresponding tasks. Training is important for everyone and it’s a way to stay current on all job tasks that may be required to complete your job. But every job in the Air Force has a training program that helps a new trainee know what’s expected on the first day and as they progress thru their career in the military. “The CFETP provides the information necessary for Air Force Career Field Manager (AFCFM), MAJCOM Functional Managers (MFM), commanders, training managers, supervisors and trainers to plan, develop, manage, and conduct an effective and efficient career field training program. The plan outlines the training that individuals in this Air Force Specialty (AFS) should receive in order to develop and progress throughout their career. This plan identifies initial skills, upgrade, qualification, advanced, and proficiency training” (www.af.mil, 2012).

References
Stewart, G., Brown, K. (2012) Human Resource Management (2nd ed). Hoboken, NJ: John Wiley & Sons www.goang.com/career/personnel/3SOX1 www.af.mil/shared/media/epubs/CFETP3SOX1.pdf

Similar Documents

Premium Essay

Job/Task Analysis

...Chapter 5 & 6 Homework Economics for Management A firm in a perfectly competitive market invents a new method of production that lowers its marginal costs. What happens to its output? What happens to the price it charges? If the firm invents a new method of production that lowers its marginal costs then in turn it will be able to produce or output more. Nothing will occur to the price in which it charges as we know in a perfectly competitive market all of the firms are price takers however, since it is lowering its marginal costs it will wind up gaining a larger profit. (a) The firm has an employee who threatens to tell all other firms in the industry about how to implement this new technique. Will it be possible to bribe the employee not to do this? Explain why or why not. Ethically I would say no the firm cannot bribe the employee to not share the information however, if they have a code of conduct they can threaten the employee with termination. However, it is possible for the employer to bribe the employee with money as long as it is less of their economic revenue. The employee may still tell other firms in a limited quantity as by doing this it could add potential customers for this firm. (b) Why should this employee probably choose to tell only some of the other firms rather than all of them? If the employee only tells some of the other firms rather than all of them then at least only those that she tells can benefit from the economic profit. ...

Words: 734 - Pages: 3

Premium Essay

Job Analysis and Rewards

...Chapter 04 Job Analysis and Rewards Answer Key   Changing Nature of Jobs   True / False Questions   1. In most modern organizations, jobs are largely well established and change little over time.  FALSE   2. Job analysis is the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements.  TRUE   3. Competency based job analysis seeks to identify and describe the specific tasks, KSAOs, and job context for a particular job.  FALSE   4. The traditional way of designing a job is to identify and define its elements and tasks precisely and then incorporate them into a job description.  TRUE   5. Traditional job design is marked by formal organization charts, clear and precise job descriptions and specifications, and well-defined relationships between jobs.  TRUE   6. Changes to jobs have become so radical that the concept of "jobs" is no longer a useful concept in most organizations.  FALSE   7. Advances in technology are one of the major reasons for changes in jobs.  TRUE   8. A job family is a grouping of positions that are similar in their tasks and task dimensions.  FALSE   9. The smallest unit into which work can be divided without analyzing separate motions, movements, and mental processes is called an element.  TRUE   10. Many small-business owners, general managers of start-up strategic business units, and top management members perform flexible jobs that...

Words: 3120 - Pages: 13

Premium Essay

Contributing to the Process of Job Analysis

...Title: Contributing to the Process of Job Analysis Unit Code: 3CJA Coursework Component: Written Date of Submission: 27/02/2016 JOB ANALYSIS Job is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis provides the information such as knowledge, skills and abilities (KSAs) required to perform a job, duties and responsibilities involved, education qualifications and experience required and physical and personal competencies required to perform to a job in a desired manner. An important concept in a job analysis is that it is an evaluation of the job, not the person doing the job. The final product from a job analysis includes a thorough understanding of the essential functions of the job, a list of all duties and responsibilities, a percentage of time spent for each group of tasks, the job’s relative importance in comparison with other jobs, the knowledge, skills and abilities (KSAs) needed to perform the job, and the conditions under which the work is completed. Purpose of Job Analysis The purpose of Job Analysis is to establish and document the 'job relatedness' of employment procedures such as recruitment and selection, deciding compensation and benefits packages, assignment of duties, performance appraisal and analyzing training and development needs. On top of that, it assists in assessing the worth of a job and increasing personnel as well as organizational...

Words: 1481 - Pages: 6

Free Essay

Job Analysis

...Job Analysis There are many responsibilities of HR Professionals and conducting a job analysis is one of those responsibilities. Since a job analysis is not typically performed on a daily basis, it is key for HR Professionals to take their time with the process. From reading articles and personally going through the job analysis process, it is a very critical and important procedure that if not taken seriously can affect the business. For example, not knowing what credentials are needed to perform certain tasks could lead to a negative outcome like negligence depending upon the actual position. One of the main reasons for conducting a job analysis is to be able to defend and validate the selection process in a court of law. No organization wants to be sued and performing a job analysis properly can assist in minimizing legal obstacles. Tasks, knowledge, skills, and abilities should be fully explored when conducting a job analysis. Conducting a job analysis at first glance seems to be an easy process; however HR Professionals have to be careful not to rush through the process. Taking time to go through the job analysis process is vital because in identifying the responsibilities for the job it is also the framework for the selection of the right talent for the organization. Each of the articles discusses how important conducting a job analysis is and the importance of truly defining the skills required to do the job. In considering the skills, the articles also points out...

Words: 726 - Pages: 3

Premium Essay

Bmgt 2020 Ch 4, 5, 6 Assignment

...important you understand how task analysis and person analysis works. The individual steps are outlined in chapter four.  Part A: Chapter four 1. Does a task analysis focus on the person doing the task or task? Why? Task analysis is a systematic collection of data about a specific job or group of jobs used to determine what employees should be taught to achieve optimal performance. It explains what must be done to perform a job or complete a process successfully. 2. What does KSAO stand for and how is this part of the task analysis? KSAO stands for Knowledge, Skills, Abilities, and Other characteristics. These are the attributes that an employee must possess in order to meet the appropriate standards of performance. 3. There were two company examples of task analysis provided in the text: Texas Instruments & Boeing, briefly explain how useful the task analysis was in these cases? In the Texas Instrument’s case: Task Analysis was used to develop a train-the-trainer program. A five step approach was to task analysis was used: 1. List typical tasks, 2. Survey staff, 3. Observe the classroom, 4. Conduct structured interviews, 5. Prepare and present a final report. Use of the task analysis allowed for input from all stakeholders, use of multiple methods, rating of tasks, view of broad perspective. The Task Analysis Process includes: Overall Job Description; Task identification; Identify What I Takes to Do the Job; Identify the Areas That Cam...

Words: 818 - Pages: 4

Free Essay

Hr Job Analysis

...using the Job Analysis template Job analysis is an in-depth study of a job (not the person in the job). It provides information for job descriptions. In doing the analysis, you will need to gather information about the job, eg by interviewing employees, observing performance of certain tasks, asking employees to fill out questionnaires and worksheets, and collecting information about a job from other sources such as related units of competency. Whatever sources you use to get basic information on what the job entails, the analysis should end up with written results that can be reviewed by the incumbent, or other employees who know the job. During the review, duties, competencies, knowledge, skills, abilities, and other characteristics of the job can be added, deleted or modified. Job analysis is designed to provide a reliable method of quickly and effectively identifying critical competencies (ie knowledge, skills and abilities) and establishing the qualifications for a job or role. The step-by-step process below will assist you to complete a job analysis using the template provided. |Process |Explanation | |Step 1. Understand the job |Start by developing a complete understanding of the position. This is the foundation on which training (and | |including duties and tasks |other human resources processes) is based. The basis of a job is the...

Words: 822 - Pages: 4

Premium Essay

Human Resource Anagement

...1 Question #2: Job analysis is a key HR function. Provide an overview of the job analysis process, including brief descriptions of key job analysis techniques. Job analysis is defined as the process used to collect information about the task, responsibilities of a given job, duties (which can include frequency, duration, skill, effort etc.) and outcomes and work environment (can include unpleasant conditions and extreme temperatures. These can include definite risk) of a particular job. It usually answers questions like who does the work, where does the work come from and what equipment is used. The job analysis is completed by the HR and a line manager or an incumbent. A job analysis is an analysis of the job and not the person so you stick to the jobs description and not the personal effects of an employee. There are several tools that can be used to conduct a job analysis. I will briefly discuss observations, interviews, questionnaires and surveys and checklist. The first, observations is watching employees do their jobs and writing down notes. The observer can do some of the job task themselves and ask questions to the employees while they work. The second, interviews is a face-to-face tool. The interview is best when there is a specific set of questions based on the observations. The third, questionnaires and surveys are usually responded to by expert incumbents or upper management. Questionnaires include task statement in the form...

Words: 757 - Pages: 4

Premium Essay

Job Analysis

...Job Analysis Job Analysis Performing a job analysis is a crucial component of Human Resource Management. This undertaking has a significant impact on the company and employee. According to Dr. Tara Carprenter and Tim Barnhart (2007 para. 1); “job analysis consists of identifying a job’s component parts and then discovering what employee behaviors are required for successful performance (Carpenter, Tara Dr. & Barnhart, Tim).” This analysis will then transition and lead to additional HR functions such as recruiting, compensation determination, hiring selection, training needs and performance appraisals. The ultimate goal of job analysis should be to improve performance and productivity. When beginning the process of job analysis, one needs to collect data to understand the position and the departmental requirements. Managers can collect the data using a variety of methods including; interviews, questionnaires, historical data analysis, reports and records. Managers need to outline tasks, responsibilities, knowledge required, skills, experience and performance standards. Developing an outline will considerably assist the HR team in determining its recruitment strategy and compensation package. In the attached job analysis chart, the Essential Function Importance Level (EFIL) methodology was utilized to assist in the creation of a job analysis for a Fraud management position. The EFIL model provides a formula to determine level of importance...

Words: 725 - Pages: 3

Premium Essay

Rcrt and Selection

...money, time, effort and other resources just to have a good advertisement and recruitment strategies to attract the best and suitable candidates. Yet when it comes to actually assessing which job candidates or applicants are likely to perform and do the job well and effectively that can make the most important contributions to the organization, it’s the time for the management to do the necessary assessments and effective measurement techniques to apply in the instance. In order to make a good selection, the hr people should consider on what particular measurement techniques and tools to be used because it is a cost to the organization it is very substantial to select and do effective assessments to guide selection decisions. There are enormous selection techniques and different types of formal assessments used by the companies of today. The first step in developing or selecting on what particular assessment method to use for a given situation is to understand first what the job requires employees to do and in return what are the knowledge, skills and abilities (KSAs) individuals must possess in order to perform well the job. ------------------------------------------------- ------------------------------------------------- 1. ) How useful is realibility and validity in job analysis and selection? Expound your...

Words: 2055 - Pages: 9

Premium Essay

Job Study Process

...manage their entire career from basic training until retirement and later through one office. This improves the career management potential for all active duty and reserve Soldiers, to include the National Guard. Human Resources Command is comprised of over 40 operations throughout the United States. Responsibility includes every aspect of a Soldiers career from job development, awards, and continuing education. The Army is like no other organization. While conducting a job study, there are factors that must be taken into consideration that are not relevant to civilian jobs. In the Army, the job analysis process is used to identify individual tasks to job performance and survival on the battlefield. “Job analysis is the process used to identify individual critical tasks (including leader tasks) a job incumbent must perform to successfully accomplish his/her mission and duties as well as to survive in the full range of military operations. They are the critical tasks for that job. They may be one of four types: common Soldier tasks, branch specific tasks, common skill level tasks, shared tasks.” A job analysis will...

Words: 715 - Pages: 3

Free Essay

Hrm Recruitment

...Lakesha Eaton HRM-590 Professor Brett Gordon Job Analysis Literature Reviews March 19, 2015 Job Analysis and Job Description are closely interrelated. The information gathered on each job through job analysis is subsequently organized and compiled in a Job Description. The adequacy of the Job Description therefore depends heavily upon the extent of information obtained through Job Analysis. For the remainder of this paper I will focus on the process of job analysis by discussing the definition and literature reviews on this topic. "Job analysis is the process of defining the specific job duties, educational requirements, work experience, and skills to fulfill a vacant position." Job analysis provides information to organizations which helps to determine which employees are best fit for specific jobs. Through job analysis, the analyst needs to understand what the important tasks of the job are, how they are carried out, and the necessary human qualities needed to complete the job successfully. The first article I found on job analysis is by Chelan David, titled “ How Conducting a Job Analysis Improves Your Business Efficiency, Growth, and Innovation.” According to this author, “ conducting a job analysis is important because organizations are being asked to work leaner and more efficiently while developing growth and innovation.” It’s essential to be conscious of the significant responsibilities for each position...

Words: 934 - Pages: 4

Premium Essay

Job Task Analyze

...Locate several job descriptions that apply to the position you have selected from the list. I will choose an entry-level job in a customer service call center. This entree level job will be a bank call center customer service representative. I will talk about Bank A and Bank B call center customer service representative. According to task analysis information, I will create Bank C call center customer center representative. Compare the common tasks and behavioral objectives contained within the job descriptions or lists of duties. Customer service is an organization’s relationship with its customers. Call center customer service representative communicates with customers by telephone to provide information about products or services, open and cancel accounts, or obtain details of complaints. Call center customer service job duties involves meeting the customer’s expectations, listening to their statements, and solving their problems. As shown in Appendix the common list of duties of Bank A and Bank B call center customer service representative, the duties involve customer satisfaction and problem solving. If we compare the common tasks of Bank A and Bank B call center representatives, Bank A call center customer service representatives review insurance policy terms to determine whether a particular loss is covered by Insurance. Bank...

Words: 1090 - Pages: 5

Premium Essay

Job Analysis

...Job analysis Job analysis involves a systematic investigation of jobs using a variety of methods, to determine essential duties, tasks and responsibilities. Job analysis is crucial to the identification of relevant skills and competencies. It involves obtaining objective and verifiable information about the actual requirements of a job, and the skills and competencies required to meet the local area and University’s needs. Job analysis facilitates accurate recruitment and selection practices, sets standards for performance appraisals and allows appropriate classification/reclassification of positions. Comparing the skills possessed by employees with the results of job analysis can greatly assist in workforce planning strategies and restructuring or redesigning jobs to reflect the requirements of the local area and/or University-wide changes. Key Factors in Job Analysis Task identity: Employees receive more satisfaction from doing a ‘whole’ piece of work. This is likely to happen when the job has a distinct beginning and end which is clearly visible to the employee and others. It is important that employees see the end results of the work they have produced either on their own or as a part of a team. Variety: Employees, who perform repetitive tasks which offer no challenge, may lose interest and become bored and dissatisfied. Greater variety can improve interest, challenge and commitment to the task. Variety means more than simply adding an extra but similar task. For...

Words: 3847 - Pages: 16

Free Essay

Job Analysis

...Job Analysis Jen C. Martinez PSY 435 October 1, 2012 Dr. Ellen Myers Job Analysis There are many reasons for analyzing jobs. One reason would be to study and evaluate exactly what a job requires. Another reason would be to describe specifically what skills are needed and the qualifications that are required to complete the job properly. The positions should be stated very clearly what is required so that all of the employees know what is expected of them without having any confusion. The person performing the job analysis should be able to watch a person performing the job or, at the very least know exactly what the job is supposed to accomplish so that the basic characteristics of a potential employee can be evaluated. Jobs change; therefore the job description will change as well. There are some companies that search for an easier, less physical ways while maintaining the same results. There are some employees who are able to find these ways and that is one reason why job descriptions change over time. The position that I have chosen to analyze is a Casual Quality Assurance Technician with Nestle Waters North America. The main purpose for this job is to make sure that all processes from raw materials to the finished product is compliant with the Nestle Waters North America standards. The right candidate would also be responsible for inspecting the products for any flaws and be able to diagnose the issue if there is a problem. The position also requires record keeping...

Words: 1112 - Pages: 5

Premium Essay

Productivity Measurement

...Productivity measurement Productivity is a measure of output from a production process per unit of input. Productivity is a measure of the effective use of resources, usually expressed as the ratio of output to input. Productivity is the value of outputs produced (Goods & Services) divided y the value of input resources. It is the quantitative relationship between what we produced and the resources used. So in shortly we can say: Productivity = [pic] In general sense productivity is an economic measure of efficiency that summarizes the value of outputs relative to the value of inputs used to create them. In economic sense, productivity is a measure of production output per unit of production input. This refers, to the ratio of output and input in the production process. Importance of Productivity 1. Productivity is an important device for comparison of performance for various organizations. 2. Productivity increases the rate of low cost per unit and results in lower price. 3. Education, Research and Development, technology are positively correlated to productivity 4. reduction of poverty 5. It helps companies in measuring their strength and weakness. 6. it helps to know the contribution of different input factor used in conversion process 7. it is an indicator of how well the factors the production are utilized 8. it is an indicator of competitive position of an organization 9. it partially determines the peoples...

Words: 3061 - Pages: 13