JOB ANALYSIS, JOB SATISFACTION AND PERFORMANCE Flashcards
identifies the larger work responsibilities for each
specific job and then digs down into each one to the more granular level
of the job.
Job Task Analysis
Understanding the day-to-day tasks and precise skill and knowledge
requirements that are needed in order to successfully perform a job
allows you to determine if there are any training needs in existing
employees, to identify any skill gaps, to write accurate job
descriptions, and maintain fair hiring practices. Also, by systematically
documenting every aspect of each job, as an employer, you’re complying
with professional and legal guidelines.
Job Task Analysis
By doing a job tasks analysis, you’re able to set objective, relevant, job-related selection criteria that are also legally defensible. By accurately
reflecting the exact requirements of the job, you’re likely to attract candidates who are a good job fit. Also, you’re likely to reduce employee
turnover because candidates and employees know what is expected of them, down to the smallest task.
To improve your hiring process
A job tasks analysis provides the objective criteria that you can use to make informed decisions regarding promotion and salary decisions. It’s vital for estimating the right remuneration, as this
typically depends on the job’s
requirements including what skills and education employees must have to perform the role successfully.
TO HELP MAKE FAIR
PROMOTION AND
SALARY DECISIONS
Complicated tasks typically involve
multiple steps, which can make them
difficult to be carried out
successfully. A job tasks analysis
breaks down even the most complex
of tasks into its constituent
elements, making it much easier for
employees to master each step, and
ensure each task is carried out
correctly.
To set performance standards
As well as identifying what steps are involved in each task, a job tasks analysis can be used to identify skill gaps on an individual and organizational level.
To identify skill gaps
By identifying what needs to be
done and what resources are
required to get the job done, a job
tasks analysis can also be used to
help develop your training program
to ensure that all staff are aware
of what their job tasks are and
how to use the resources provided
to fulfill them effectively.
TO DEVELOP AND
PROVIDE APPROPRIATE
TRAINING
he job description is the foundation
on which you recruit, hire, conduct
performance evaluations, and
promote employees. An accurate
and valid job description is essential
to ensure you carry out fair hiring,
as well as be able to accurately
assess the rigors and demands of
the job and attract suitable
candidates.
TO WRITE JOB
DESCRIPTIONS
Job tasks analysis can also highlight
what resources are needed to
enable an employee to carry out
the task. Determining what needs
to be done is only half the job,
providing the tools to allow an
employee to successfully do the job
is the other half.
TO HIGHLIGHT
APPROPRIATE
RESOURCES
There are some employment procedures
that are required and regulated by the
state or country, and failure to adhere
to these regulations and requirements
could result in fines or penalties. Carrying
out a job tasks analysis not only helps
avoid these penalties, but it helps you
stay current with any new legal
requirements under EEOC laws as well as
providing proof that your hiring
processes are done properly.
TO ENSURE LEGAL AND
PROFESSIONAL
COMPLIANCE
Jobs and their individual tasks don’t
remain the same in perpetuity. A
job tasks analysis can be used to
update and improve your existing
processes or procedures and job
description to attract the top tier
of candidates.
TO UPDATE JOB
DESCRIPTIONS
