Why conduct a job task analysis? Generally, because it looks at the duties and responsibilities of a task within an organisation. The job analysis will incorporate the duties, knowledge, skills, abilities, and personnel characteristics required for success in a certain position.
5 reasons to conduct a task analysis
An effective job task analysis will lay down the subtasks an employee needs to do to complete a task or achieve the intended goal. A thorough job task analysis can sometimes take a substantial amount of time and resources to complete. So, why should an organisation conduct a job task analysis?
A task analysis will stipulate the skill and education and the experience and technical requirements of a task. The management then can use this to determine the kind of person required to carry out that particular task.
2. Performance appraisal
The process highlights the goals and objectives of a particular job. This is then used as an evaluation criterion to evaluate the performance of an employee.
3. Training and Development
Through the findings of a job analysis, organisations are better equipped to evaluate the ability of employees to carry out their roles fully. The management is then able to create a job-specific or group/employee-specific training procedures.
4. Job designing
A job analysis is done with the purpose of using the findings to streamline the tasks and get the best possible output. In job redesigning, the job responsibilities and tasks are reviewed and possibly re-allocated among staff to improve output and job satisfaction among the employees.
A quality task analysis can help see to it that all roles requiring similar duties are compensated similarly.
At Recovery partners, we offer a full task analysis service. We can help you break down your company’s various duties and eliminate the potential risks associated with each.
Our consultants love to have a chat, so go ahead and give us a call on 1300 OHS RTW (647 789) or email email@example.com
Disclaimer – these articles are provided to supply general safety information to people responsible for OHS in their organisation. They are general in nature and do not substitute for legal and/or professional advice. We always suggest that organisations obtain information specific to their needs. Additional information can be found at https://www.safeworkaustralia.gov.au/
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