...Job/Task Analysis David Verner Dr. George Reeley Strategic Human Resource Management-HRM 530 Strayer University July 25, 2012 Locate several job descriptions that apply to the position you have selected from the list. When we are looking to apply for a job we look for specifics about the job first. Some will check the name of the position, pay grade, location, and the open and close date for the application process. We also look for the duties and responsibilities, and also if the job requires that he or she needs to have a particular degree or certifications. But the job I have decided on is the first level clerk in a personnel office of the military. But I will focus on how the position works in the Air National Guard, which is the reserve component of the United States Air Force. A member that is assigned to the personnel department has tasks that they must accomplish and get certified in. “A personnel member supervises and performs activities and functions, including personnel action requests; source documents; unit, field, and master personnel records” (www.goang.com, 2012). “They advises officers and airmen on military personnel issues and programs. Conducts interviews to determine individual’s interests, qualifications, and personnel data. Briefs provisions of personnel programs such as assignments, promotions, separations, retirements, benefit programs, retention, bonus, classification, training and retraining, and personnel reliability program, also personnel...
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...assess the wing's adherence with by-law requirements, Executive Orders, DOD Directives, and Air Force and MAJCOM instructions. The team is already fully operational however, because the majority of personnel only remain on the team for 2 to 3 years, keeping trained and certified inspectors is a priority. Recently, Headquarters Air Force has established new guidance requiring each MAJCOM IG to establish a training and certification program for all their inspectors. Identifying the needs of Headquarters AMC will consist of organization, person, and task analysis. The methods used to collect data will be focus groups, interviews, documentation, and observation. Because the team is already fully operational and budget cuts are affecting all government agencies, training needs should emphasize a concentration strategy focused on development of the existing workforce, skill, currency and reduced operating costs. Organizational Analysis The AMC Inspector General Team (IG) is one of many directorates within the HQ AMC staff. As such, the Inspector General reports directly to the AMC Commander. The mission of the IG directorate is to “Improve Readiness and Capabilities through Inspections and Complaint Resolution.” This mission statement captures the two main...
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...with management teams throughout the company in an effort to help with strategy and the growth of the company. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth. Performing this function includes preparing a job description, recruiting, setting compensation, and retention. In this paper I will go over the entire process. Method of Job Analysis When a new job is created or a vacancy occurs, it is the role of an HR representative to fill that void. In order to perform this function they need to first understand what role they are trying fill and what skills and responsibilities this new role would require. By conducting a job analysis they are able to further define any important elements of any job and then search for the person or people that are a good fit for the company. As important as it is to perform a job analysis before looking for that new candidate, it is equally as important to select the correct job analysis method. Three very common Job Analysis Methods are the Observation Method, Interview Method and Questionnaire Method. Depending on the size of the company, nature of the job...
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...HRM420: Training & Development Anna Williamson DeVry University Online Verizon Wireless Florida Region LTE Training Plan The Verizon Wireless Florida region Long-Term Evolution (LTE) project implementation team has recently received an influx of new staff. This staff has very little-to-no project management experience, although most are familiar with LTE technology, and there is no current training plan to train new staff in the processes required to turn-up a new cell site. The purpose of this document is to provide a training program to be followed whenever new staff arrives. All project management employees engaged in the LTE project will follow this plan to ensure that everyone is following the same processes consistently. The methodology used to develop this training plan will be based on the Instructional System Design (ISD) methodology. In ISD, there are seven steps to designing a training program: (1) Conducting a Needs Assessment, (2) Ensuring Employees are Readiness for Training, (3) Creating a Learning Environment, (4) Ensuring Transfer of Training, (5)Developing an Evaluation Plan, (6)Selecting the Training Method, and (7) Monitoring and Evaluating the Program (Noe, 2008). Anna Williamson, manager of the LTE implementation team, will be responsible for creating and providing the training. The team members will review each step of the process and will provide feedback and buy-in. Once completed, this program will be used throughout the Florida region to deploy...
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...important you understand how task analysis and person analysis works. The individual steps are outlined in chapter four. Part A: Chapter four 1. Does a task analysis focus on the person doing the task or task? Why? Task analysis is a systematic collection of data about a specific job or group of jobs used to determine what employees should be taught to achieve optimal performance. It explains what must be done to perform a job or complete a process successfully. 2. What does KSAO stand for and how is this part of the task analysis? KSAO stands for Knowledge, Skills, Abilities, and Other characteristics. These are the attributes that an employee must possess in order to meet the appropriate standards of performance. 3. There were two company examples of task analysis provided in the text: Texas Instruments & Boeing, briefly explain how useful the task analysis was in these cases? In the Texas Instrument’s case: Task Analysis was used to develop a train-the-trainer program. A five step approach was to task analysis was used: 1. List typical tasks, 2. Survey staff, 3. Observe the classroom, 4. Conduct structured interviews, 5. Prepare and present a final report. Use of the task analysis allowed for input from all stakeholders, use of multiple methods, rating of tasks, view of broad perspective. The Task Analysis Process includes: Overall Job Description; Task identification; Identify What I Takes to Do the Job; Identify the Areas That Cam...
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...theoretical model of relations between job design (eg: completeness, demand of responsibility, demand of cooperation, cognitive demand, and learning opportunities) and the reflexivity and learning process within natural group works in industry. The methodology used in this research are based on the detailed task analyses and questionnaires from 40 work groups at the shop-floor level in manufacturing industry in Sweden. From this research, it is found that in a group work, reflexivity and learning processes is strongly affected by job design and work routines. The four dimensions on job design which are completeness, demand of cooperation, cognitive demand and learning opportunities has positively related with reflexivity and learning process. Job design also correlates with social routines and social routines with work routines. 1.0 INTRODUCTION Sweden is a country where the group forms of working in industry is well established and has a strong tendency to emerge in order to reorganize into conventional line-production. The researchers before concluded that work in partly autonomous groups in industry leads to an increase in productivity but this does not convince managers that the investment in group-work is worthwhile. Learning in groups, and related effects such as innovation and work development requires group processes characterized by reflexivity and learning. 2.0 REVIEW OF LITERATURES 2.1 Effects of Group Work in Industry Job design, interdependence, group composition...
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...Task analysis and human-computer interaction: approaches, techniques, and levels of analysis Abe Crystal School of Information and Library Science University of North Carolina at Chapel Hill acrystal@email.unc.edu Beth Ellington School of Information and Library Science University of North Carolina at Chapel Hill elliv@email.unc.edu ABSTRACT In this paper we critically review task analysis models and techniques. These approaches to task analysis are discussed in order to develop a richer picture of human activity, while analyzing their limitations, general weaknesses, and possibilities for improvement. We consider their ability to determine the appropriate set of atomic actions in a task, their effect on workers’ motivational needs, their support of users’ cognitive and sociocultural processes, and their effectiveness in supporting interface design. We note that the major approaches have focused on very different levels of analysis, and call for greater integration of these different levels in task analysis theory. Keywords Task analysis, cognitive modeling, activity theory. INTRODUCTION Practitioners and researchers routinely advocate building user-centered systems which enable people to reach their goals, take account of natural human limitations, and generally are intuitive, efficient and pleasurable to use (Preece, Rogers and Sharp, 2002). Central to the design of such systems is a clear understanding of what users actually want to do: What...
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...this assignment is to explain why companies use job specialization approach to job design and to use the Job Characteristics model to describe how specialised jobs can be modified to eliminate the boredom and low job satisfaction associated with them. This essay will define, analyse and put forward methodologies that will aid in remedying the issues related to job specialisation. * Body/Background 1) Define Job Specialisation. Include quotes and provide examples of Job Specialisation. Describe the advantages and disadvantage of Job Specialisation. 2) Define Job Design. Define the aspect related to Job Design. Include quotes. 3) Define Job Characteristics Model. Describe its elements of the Job Characteristics Model. Describe the effect of each element. 4) Describe how jobs can be modified to eliminate boredom and low job satisfaction. Use quotes and define solutions to the problem. Refer to solutions put forward by the journals. * Conclusion In conclusion it can be seen that the essay has met all goal and objectives that was set out for it at the outset. Job Specialisation, Job Design and the Job Characteristics Model have been defined in detail and the advantages and disadvantages along with the various elements of each have been identified and put forth. It has also been shown that through the use of the above mentioned methods the boredom and low job satisfaction associated with Job Specialisation can be remedied thereby meeting all...
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...of this project was to develop a training program for Wellbridge Clubs that focused on teaching sales staff to sell personal training (PT) packages to members, in order to increase Wellbridge sales. The training agenda was designed based on Silberman’s (2006) Active Training, in order to engage the participants in their learning process. The use of immediate learning exercises is intended to draw the participants into the process of guided note taking during the brain-friendly lectures. Through headlines and graphical associations, organized information is presented that is more easily retained. Role-playing scenarios solidify newly acquired information, and action planning provides an opportunity to prepare the participants for on-the-job application. These techniques were chosen because they provide the best option for active involvement of the participants, and thus, their attainment and retention of skill. Keywords: Wellbridge, personal training, active training, human capital Designing an Active Training Sales Program for Wellbridge Clubs Sales Staff Wellbridge Clubs is a fitness management company that was founded in 1983 in Denver, Colorado (Wellbridge Clubs, 2014). Through the operation of 19 athletic clubs nationwide, Wellbridge has established a vision that is focused on building positive relationships with members (Wellbridge Clubs, 2014). “All associates’ daily behaviors, whether serving members or educating themselves toward improved business practices...
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...Factors Models Abbie Ijams 4/15/14 PEAR Model – Aviation Maintenance The PEAR model recognizes four things: 1. The people who do the job 2. The type of environment in which they work 3. The actions that are taken 4. The recourses necessary to complete the job People: Most human factors programs are centered around people. They are the least reliable. However, they are necessary. There are four issues when considering the people in human factors. * Physical – physical size, age, strength, and sex. * Psychological – workload, experience, attitude, and emotional state. * Physiological – health, fatigue, lifestyle, and hunger * Psychosocial – interpersonal relations (people skills) Environment: There are two main locations in aviation maintenance – the ramp, hangar/shop and the relationship environment with the rest of the company. The first one can have issues with noise level, temperature, and other physical problems. The organizational factors with the rest of the company, however, has to do with communication, mutual respect, and cooperation. Actions: Human factors programs analyze the actions of individuals and the reasons they make the decisions that they do. Job Task Analysis (JTA) is used to determine what resources, instruction, and tools are needed to perform a task, as well as a person’s skill level and attitude. Resources: There are physical and non-physical kinds of resources. The physical types include...
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...work/internal processes, op in soc context (not island) When should use team team’s OBJs…..hi complex + interdep complex is task - breadth/depth of skills/expertise/interdepent task -pooled split up, do apart, glue together -sequential 1 way dependency -reciprocal 2 way Leadership: - main lship styles coercive - immediate compliance from ees use str8fwd tasks problem EEs crisis sits NOT use complex tasks self-mot, talented EEs ovr LT authoritative - LT direction and vision for team use new vision/clear direction needed (times of ch) new team member needs guidance you’re expert/source of auth NOT use EE exp, know much as you if not more promoting self-managed teams/participative decis-making affiliative leader - creating harmony among EEs and btwn l and team use str8fwd and perf is adequate diverse/conflicting grps to work together EEs exp personal difficulties NOT use bad EEs perf corrective pef feedback is nec crisis/complex sits, clarity control needed EE task-oriented individs democratic - building commitment and consensus among EEs Use competent, have as much/more knowl as you mems’ work muts b coord you’re unclear about best approach/have competent mems who might have clearer ideas NOT use crisis, no t for meetings/discussions incompetent, lack crucial info.. need close supervision pacesetting - accompl tasks to a hi standard of excellence use mems also pacesetters, indep @ hi standard resource/t constraints nec manager involvement ...
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...that most pilots have to face when they have been involved in an accident is whether the accident was caused by a human error or a mechanical failure, most being human errors and this essay will be based on the concept of fatigue as well the risks and management that can be supported to improve this human factor. There are two types of fatigue if it was to be categorised: Physical fatigue and mental fatigue. Physical fatigue is when the individual experiences lack of strength within himself, such as lifting objects where the muscles are fatigued. On the other hand, mental fatigue is to do with the mind not physically such as the level of consciousness decreases as time goes resulting in decrease in attention. This can be dangerous when a task that needs focus is required; pilots are the main victims to this. One of the causes of fatigue is the internal structures that humans have, called a biological clock. This affects the biological and psychological process that humans undergo within the 24 hour time frame. These processes are often called “circadian rhythm”. As stated “circadian rhythm means a pattern which varies on a cycle of...
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...This chapter focuses on methods that focus on attributes or characteristics that people need to be able to complete their jobs successfully. This kind of information is used to hire qualified people. b. Worker-oriented methods are the most ‘psychological’ of the methods of job analysis. 2. Job Element Method c. This method blurs the distinction between what gets done and what abilities are required to do the job. This method breaks the job down into pieces called elements and are described in terms that job incumbents can easily understand. d. JEM focuses on work-behaviors and the results of this behavior rather than more abstract characteristics. e. An element in JEM is a combination of behaviors and associated evidences. f. Contents of Elements i. Contents cover a broad range of behaviors, including cognitive, psychomotor, and work habits. ii. One of the advantages of JEM over more narrow analytic approaches to job analysis is the use of work habits as elements. g. Steps in the JEM iii. Gathering Information for JEM 1. Usually conducted by a professional analyst and a team of six subject matter experts, who are usually incumbents and supervisors. 2. During the first session, SMEs brainstorm and rate a list of elements that the analyst compiles. A list of job elements and ratings of each will be created. The results of the first session will be put to some particular purpose,...
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...Hierarchical Task Analysis Overall goal: To display the class schedule for 5 courses in a dialog box. Assumptions: We have assumed that user enters all the details correctly in the program. Task Descriptions: To Display the class schedule of 5 courses 1. Run the program on any Java software * You can run your class scheduling program using any Java platforms like NetBeans, Eclipse, and Command prompt. 2. Enter the course details 3.1. Enter the course title * Type the name of the course in the dialog box that appears. 3.2.1. Click ok * After you have typed the course title in the dialog box , click ok 3.2.2. Click cancel * This terminates the program 3.2. Enter the no of Credit * Type the no of credit in the dialog box that appears in the screen. 3.3.3. Click Ok * After you have typed the no of credit 3.3.4. Click Ok on the Warning Dialog box * If you enter the no of credit wrongly a warning dialog box appears explaining the error made. Click Ok on the warning dialog box, then rectify your error 3.3.5. Click Cancel * This terminates the program 3.3. Enter the start time of the course * Type the start time of the course in the dialog box that appears in the screen. 3.4.6. Click Ok * After you have typed the start time of the course 3.4.7. Click Ok on the Warning Dialog box * If you...
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...extremely difficult in the absence of an understanding of the causes of accidents. One cause of accidents is the Human factor (physical and mental capabilities). According to different persons Human Factor is a: • “the scientific study of the relationship between man and his working environment” (Murell, 1965) • “the study of how humans accomplish work-related tasks in the context of human-machine systems” (Meister, 1989) • “applied information about human behavior, abilities, limitations and other characteristics to the design of tools, machines, tasks, jobs and environments” (Sanders & McCormick, 1993) • Studying and enhancing the performance of sociotechnical systems Under human factor is the human error. Human Error is a generic term to encompass all those occasions in which a planned sequence of mental or physical activities fails to achieve its intended outcome, and when these failures cannot be attributed to the intervention of some chance agency. Human Factors (Physical and Mental) * Adverse Mental States * Loss of situational awareness * Complacency * Stress * Overconfidence * Task saturation * Alertness (drowsiness) * Get home-itis * Mental fatigue * Distraction * Physical/Mental Limitations * Visual limitations * Insufficient reaction time * Information overload * Inadequate experience for complexity of situation * Incompatible physical capabilities * Readiness * Inadequate training * Self-medicating...
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