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 process of job analysis involves the analyst describing the duties of the incumbent, then the nature and conditions of work, and finally some basic qualifications. The measure of a sound job job and work analysis brannick pdf is a valid task list.
This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations. Job analysis is crucial for first, helping individuals develop their careers, and also for helping organizations develop their employees in order to maximize talent. The outcomes of job analysis are key influences in designing learning, developing performance interventions, and improving processes. The application of job analysis techniques makes the implicit assumption that information about a job as it presently exists may be used to develop programs to recruit, select, train, and appraise people for the job as it will exist in the future. In 1922, he used job analysis in order to select employees for a trolley car company. Viteles’ techniques could then be applied to any other area of employment using the same process. Since then, experts have presented many different systems to accomplish job analysis that have become increasingly detailed over the decades.
However, evidence shows that the root purpose of job analysis, understanding the behavioral requirements of work, has not changed in over 85 years. The general purpose of job analysis is to document the requirements of a job and the work performed. The human performance improvement industry uses job analysis to make sure training and development activities are focused and effective. Industrial psychologists use job analysis to determine the physical requirements of a job to determine whether an individual who has suffered some diminished capacity is capable of performing the job with, or without, some accommodation. Why does the job exist? 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 it is to be performed? As stated before, the purpose of job analysis is to combine the task demands of a job with our knowledge of human attributes and produce a theory of behavior for the job in question. There are two ways to approach building that theory, meaning there are two different approaches to job analysis. Task-oriented procedures focus on the actual activities involved in performing work. This procedure takes into consideration work duties, responsibilities, and functions. The job analyst then develops task statements which clearly state the tasks that are performed with great detail.
After creating task statements, job analysts rate the tasks on scales indicating importance, difficulty, frequency, and consequences of error. Based on these ratings, a greater sense of understanding of a job can be attained. For example, the job analysts may tour the job site and observe workers performing their jobs. Using incumbent reports, the analyst uses Fine’s terminology to compile statements reflecting the work being performed in terms of data, people, and things. Worker-oriented procedures aim to examine the human attributes needed to perform the job successfully. The KSAOs required for a job are inferred from the most frequently-occurring, important tasks.