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What is it?
Job task analysis focuses on the “the process of gathering, an alyzing, and synthesizing descriptions of what people do in their jobs”.(Dick, Carey, Carey .2014) The job task analysis creates the baseline for the job, the expectations of the job, and the goal of the job. The job task analysis also breaks down the tools, environment, and the steps required to complete a task. The job task analysis is done during front end analysis to determine the exact details of a job and if any training is needed for that job.
How is it used?
Job task analysis starts by determining the functions of a job, which are the responsibilities the job is required to perform. The functions are gathered through subject matter experts(SMEs), observing someone in the job role, or having someone in the job role write the functions down. The functions are then broken down to show the requirements, which include: the tasks, tools, environment, knowledge, and outcomes. The functions are reviewed by a SME and made into a survey. The survey will then be sent to the personal that perform the job role and gather the frequency and importance of each function of the role. The survey will then be used to set functions of the job and any training that might be needed for the job. The report is then submitted.
Why is it used?
The job task analysis is used because it sets the goals, the responsibilities, the knowledge entry skills, and the knowledge that will be learned on the job. The job task analysis also helps differentiate the different functions within an organization, so that a function is not completed by multiple job roles and to make sure that every job has a sufficient number of roles.
Advantage and disadvantages of use?
The advantage of job task analysis it creates the functions and expectations of someone in that job, which allows the employee know the type of fit needed for that job. The functions of each job is created so that functions do not overlap between jobs, this creates less repetitiveness and keeps everyone focused on their goal. The need of additional training is also determined by the job task analysis because the function break down gathers the training and knowledge needed for the job. The disadvantages of job task analysis is that it is time consuming because of the amount of information that needs to be passed on to a SME and data that is collected. The population in which data is collected from is limited to the organization or the department which can skew the amount of data gathered. External factors are not taken into account which can affect the tasks and functions of the job.
Real World Examples?
An example that has been seen by everyone is a job posting on LinkedIn or Monster.com. The job posting shows the functions of a job and the knowledge that is needed to accomplish the functions.
References:
Dick,W.,Carey,L.,Carey, J. (2014). The Systematic Design of Instruction.New Jersey: Pearson
Clark,D.R.(2015).Task Analysis in Instructional Design. Retrieved from http://www.nwlink.com/~donclark/hrd/isd/tasks.html
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