The Job Analysis Elements Method
The Job Analysis Elements Method is an effective tool for the Human Resource Department in managing a business. This method allows them to identify, analyze, and assess the duties, responsibilities, and essential functions of every job in the organization. This method is also effective in analyzing the specific skills, knowledge, and other factors needed to complete the job. With this information they can then formulate job descriptions, which outline the necessary job components and qualifications for employees.
A job analysis is made up of a number of elements, which are divided into two parts. The first part consists of the job duty and task information, which is a general description of the overall duties and responsibilities. The second part is the job element information, which identifies the specific components of the job. This information is gathered from job holders, supervisors, and other knowledgeable sources.
The job duty and task information contains the duties, tasks, and responsibilities associated with the job. It also includes the physical environment of the job, the working conditions associated with the job, and any standard operating procedures that the job may require. All of the information is related to the job’s overall mission and purpose.
The job element information includes more specific knowledge and skills required to perform the job. This includes the procedure and techniques required to perform the different tasks within the job. It also includes information pertaining to the physical demands of the job, special requirements, and any preconditions that must be met in order to perform the job.
Once the job analysis is complete, the Human Resource Department is able to utilize the information to create training programs, salary and compensation plans, job postings, and job requirement documents. These documents detail the duties, responsibilities, and qualifications necessary to perform the job.
The Job Analysis Elements Method is a highly effective tool for the Human Resource Department to use when managing the organization’s employment needs. It allows them to identify and assess the essential duties, tasks, and tasks necessary to fulfill the job’s mission and purpose. With the information gathered, they are able to create job descriptions, establish training programs, and develop salary and compensation plans that ensure the success of the organization.
