Job analysis is the formal system that is developed to be able to determine the different tasks that the different people in the organization actually engage in performing. The job analysis is important in the development of the job specifications and the job descriptions. The job descriptions are the list of the varied components of the job while the job specifications are the list of the requirement so that an individual can be able to undertake the given job (Mathis & Jackson, 2012).
The task based job analysis plays a key role in providing the specific information about the specific job especially in the case where the job that is being undertaken is very straight forward in terms of the day to day activities that needs to be undertaken by the employees who are found at the firm. Here, the duties rather than the sets of skills are needed as is the cases with competency based job analysis. The accounts clerk II job which is an entry level management job will be considered.
There are six main tasks that are to be undertaken by the individual who fills the Accounts Clerk II job in the organization. First, they will be involved in the gathering, posting, verification, maintaining, balancing and the undertaking of adjustments on the accounts and the subsidiary ledgers. This includes the different statistical and financial records in the organization.
[...] Human resource management: Essential perspectives. Mason, Ohio: South-Western Cengage Learning. Jackson, S. E., Schuler, R. S., & Werner, S. (2012). Managing human resources. Mason, Ohio: South Western Cengage learning. Gatewood, R. D., Feild, H. [...]
[...] The task is important as no one else in the organization does it. Finally, it is important to note that there is the task of the calculation and the verification of the changes prior to the posting where less than average time spent and is easier than most of the tasks and the mistakes can be easily corrected although they are somewhat serious (Jackson, Schuler, & Werner, 2012). The task is central but is not the primary reason for the existence of the job. [...]
[...] The job analysis is important in the development of the job specifications and the job descriptions. The job descriptions are the list of the varied components of the job while the job specifications are the list of the requirement so that an individual can be able to undertake the given job (Mathis & Jackson, 2012). The task based job analysis plays a key role in providing the specific information about the specific job especially in the case where the job that is being undertaken is very straight forward in terms of the day to day activities that needs to be undertaken by the employees who are found at the firm. [...]
[...] S., & Barrick, M. R. (2011). Human resource selection. Mason, OH: South-Western, Cengage Learning. [...]
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