unisa BUSS 3082Staffing Organisations Assignment 代写

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	Assessment feedback Schoolof Management
BUSS 3082Staffing Organisations Assignment 1– Job analysis Weighting 30%Due: 02 April 2017 by 11pm
Student name:
The Graduate qualities being assessed by this assignment are: Operates effectively with and upon a body of knowledge of sufficient depth to begin professional practice in understanding and analysingexisting business practice (QC1); is prepared for life-long learning in pursuit of personal development and excellence in professional practice by applying existing knowledge and skills to understand organisational business practice to identify better methods for undertaking student pre-employment preparation (QC2); is an effective problem solver, capable of applying logical, critical, and creative thinking to a range of problems, by analysing interview data and proposing business practices that meet social, legal, ethical and business needs (QC3); can work both autonomously and collaboratively as a professional, by undertaking a limited research task that requires a combination of individual effort and group work (QC4); communicates effectively in professional practice and as a member of the community, demonstrated through interviewing and report writing (QC6)
Assessment Criteria		Needs work	Satisfactory	Excellent
Job-oriented job analysis
Demonstrates an adequate working knowledge of the requirements of job-oriented job analysis
Able to apply the knowledge of job-oriented job analysis
Identified job tasks
Developed appropriate task statements
Identified necessary KSAOs for tasks
Developed appropriate job description
Developed appropriate job specification
Competency-oriented job analysis
Identified/proposed appropriate business objectives
Identified relevant competencies
Identified necessary KSAOs for competencies
Developed appropriate job description
Developed appropriate job specification

unisa BUSS 3082Staffing Organisations Assignment 代写

Comments:

unisa BUSS 3082Staffing Organisations Assignment 代写

FAQ Assignment 1 based on the Questions asked by 2015 and 2016

students on those year’s versions of this question (and a few more as well)

1. re: Submitting Format ......................................................................................................... 3

2. Do I need to publish the employer's name? ........................................................................ 3

3. First or second or third person? .......................................................................................... 3

4. Referencing ......................................................................................................................... 4

5. Several pertinent questions asked and answered. ............................................................... 4

6. What job can you use for this assignment? ........................................................................ 5

7. Queries about competency-based job analysis ................................................................... 6

8. Task statements................................................................................................................... 6

9. Re: Task statements ............................................................................................................ 7

10. (i) Do I have to complete the templates? (ii) Job-oriented AND competency-oriented

as well? (iii) Do I have to write 1,500 words as well as the templates? .................................... 7

11. Competency Based Job Analysis .................................................................................... 9

12. Job description and specification documents .................................................................. 9

13. Re: Job description and specification documents ......................................................... 10

14. More assignment 1 questions and answers... ................................................................ 11

15. Can we use the job we are currently in? ....................................................................... 11

16. How many references must I use? ................................................................................ 11

17. Is this a report or an essay? ........................................................................................... 12

18. Do I need to attach feedback sheet to the assignment? ................................................. 12

19. Can I submit my assignment as a PDF?........................................................................ 12

20. As the assignment will be screened through turnitin, should I panic when the score is

very high the second or more times I resubmit the assignment? ............................................. 12

21. Do I have to attach any transcripts of any interviews? ................................................. 12

22. Do I really need to answer the set question? ................................................................ 12

23. So, what should I submit? ............................................................................................. 13

24. Do I HAVE to attach the feedback sheet to the assignment? ..................................... 13

25. Competencies/Attributes ............................................................................................... 13

26. What is the question I should be answering? ................................................................ 14

27. 1500 words? What is included in the 1500 words? ...................................................... 14

28. Importance of Task Ratings .......................................................................................... 15

29. % of time tasks performed & Task Dimensions ........................................................... 15

30. Task dimensions............................................................................................................ 16

31. How many task statements? .......................................................................................... 16

1. re: Submitting Format

by AnonyStudent - Sunday, 5 April 2015, 1:34 PM

Hi Gerry

I have read the various discussion threads in this forum and I am unable to find where it states the submitting

format. Can you please specify if in fact we are to submit the templates you have supplied us, along with the two

job and competency based job descriptions and specifications. this would be greatly appreciated.

thank you

Re: Submitting Format

by AnonyStudent - Sunday, 5 April 2015, 4:25 PM

I think this might help as this is the exact question I asked Gerry in the thread below this

His answer comes from the "Question A1" thread:

"The neatest way to treat this is a simple summary document that outlines what you have done (and how you

have done it), and includes the information sheets and position description and specifications as

an appendix."

I hope this helps

2. Do I need to publish the employer's name?

by Gerry Treuren - Saturday, 4 April 2015, 9:36 PM

Anonystudent asks: just a query before i submit of Assessment 1. Do I need to specify the company I

interviewed? They have asked if it was possible to not publish their name? But understand if this is not

possible...

Gerry: No, you do not need to give the name of the organisation. But please make clear the industry, the sort of

work the business does, etc...so that I can make an assessment on the adequacy of the job analysis.

3. First or second or third person?

by Gerry Treuren - Thursday, 2 April 2015, 1:18 PM

AnonyStudent asks:

'I have written the templates in third person, i.e. 'the incumbent is required to do etc etc', is this correct? or

should it be in first person?'

Gerry's response: 'Better to do in the third person, because you are aiming to convey a degree of objectivity to

the process...'

4. Referencing

AnonyStudent asks:

I am doing the job analysis of a Residential Personal Care Worker (because my friend is doing this

job), and in the section of job-oriented analysis I used the approach of interview to examine the job,

so how do I reference it? Only reference my friend name or I need to use some academic article as a

reference in the job analysis?

Gerry responds: Good question, Anony. Just make it clear in the text that you interviewed someone,

and add the details in the reference list, something like this….. Nameof InterviewedPerson, personal

communication, date….Now if you cite an article, cite the article and list the text in the reference list.

gerry

5. Several pertinent questions asked and answered.

by Gerry Treuren - Wednesday, 1 April 2015, 3:58 PM

AnonyStudent (AS) asks:

AS: I am half way through completing my assignment, and have a few questions that needs clarification. (I am

doing the job analysis on my current job - Sales Assistant at Prada - this is fictitious...)

1. The '% of time' taken to perform duties - the job I am doing is not a full time job, I work different hours every

day depending on the shifts given. Instead of writing a percentage of time, is it okay to write an estimation of

how many minutes it would take to perform the duty?

GT: Yes.

AS: 2. With the 'overall purpose of the job' question - I have grabbed my answer from the company's website.

Will I have to reference this, or is it not necessary in this instance?

GT: This raises the very practical question: what if the ACTUAL job is different from the IMAGINED job?

More often than not, the IMAGINED job that is advertised or on the website is dated, a fiction, a wish, or in

some way other than the ACTUAL job. Is this possibly the case? YOU, the practitioner exercising professional

judgement, using your expertise and knowledge as a specialist in the field of HR, need to identify what YOU

believe the job’s purpose to be about. Otherwise, you have defeated the purpose of a job analysis.

If you cite the website in any way, you will need to cite it…

AS: 3. The question that asks 'does the incumbent' supervise anyone' - I'm not sure what to write as an

answer for this question. As there are always new people who join my workplace, I am required to assist them

in performing their tasks and familiarising themselves with the workplace, while I am on my shift. Is this

considered supervising?

GT: Interesting – had you picked up this duty earlier on in the analysis? Hopefully you had….if your job

requires you to do something, then it is part of the job, and thus should get into the job analysis.

Yes, this is a form of supervision.

AS: A question asks 'describe the successful completion and/or results of the job' - what is an example of

answer for this question?

GT: If you were an auditor, employed by an accounting firm, you would ‘completed’ your job when you had

finalised and submitted your audit. If you are a student, then a measure of your ‘completion’ of your studies is

the satisfaction of all the requirements of the degree and the subsequent graduation. If you are an athlete training

for competition, being selected to attend the national competition is a sign of completion…

Not all jobs have such clear completions. Some jobs are generative, and these have relatively clear completions

and outcomes. In my job, for example, about 60 or 70% of my work is research. In my case, I investigate certain

phenomena and then test hypotheses about that phenomena, mostly around employee turnover, volunteer

behaviour and job search activity. A sign of completion or outcome of my work is submission of manuscripts to

a journal, the submission of a report to an employer, the presentation of a paper to an industry seminar, etc…

Other jobs are not generative – the job involves the person contributing to a process. Several examples. Last

year I spent some small time at one of Adelaide’s chicken abattoirs – the role of many people is to play some

role in the process of killing, plucking, dismembering, chicken carcasses…the employee sits in the middle of a

constant flow of chickens to be processed…easy to work out the performance of the employee (number of

chooks processed in a time period, quality rate, etc) but harder to work out the ‘completion’ or ’outcome’. Many

jobs held by students are similar (although not as dramatic): your job is to be there and do routine things while

you are there, but you cannot really point to any clear outcome or result…

gerry

6. What job can you use for this assignment?

by Gerry Treuren - Tuesday, 31 March 2015, 6:09 PM

Hi all,

I am sorry, I thought I had written an explicit clause about this in the Course Outline.

Any job, as long as it gives you material enough to generate a job description.

It could be the job you are doing. it could be a job you have done. The job someone you know is doing. or has

done. A parent, brother or sister, a second-cousin's boyfriend's aunt's piano student's sister's fiance, or a friend.

Even someone you don't know, but is happy to let you watch them do their work. It might be easier just to use

your own job or a past job, though - you are most likely to have experience and knowledge about that job.

gerry

7. Queries about competency-based job analysis

by Gerry Treuren - Tuesday, 31 March 2015, 3:46 PM

AnonyStudent asks:

(i) I am looking at the competency based job analysis information sheet, Q 6 and 7. Is there a suggested amount

of attributes the incumbent needs to be able to do? (ii) Are they meant to be more general than the job-oriented

role? (iii) I am finding it difficult using only the suggested attributes for each statement.

(iv) Does the table in Q7 link directly to the above table in 6- what I mean is the statement in attribute 1, do all

of the KSAOs need to be listed in the attribute #1 row of the table?

Gerry's response:

(i) No suggested number – only as many as needed to describe the competencies needed to do the job in a way

that achieves the organisation’s needs for the job.

(ii) Yes, more general than the job-oriented approach.

(iii) The listed eight verbs merely describe things that a person might do (they might manage something to

happen, or they might support someone or something to happen, analyse why something happens; etc…). You

can describe a lot of activity through those verbs. And if those verbs don’t describe what your imaginary job

holder needs to do, find other, better verbs.

(iv) Yes, each line in Table 6 relates to a line in Table 7. Table 6 describes the competency/ attribute, and gives

a brief describe of that the competency is about. The Table 7 line adds what knowledge and skills, etc are

needed to do this…You could, if you had a w-i-d-e piece of paper, add the right hand column of Table 7 to

Table 6.

gerry

8. Task statements

by AnonyStudent - Friday, 27 March 2015, 10:23 AM

Hi Gerry,

I had a crack at getting started on the assignment last night, after interviewing and filling out

the job orientated information sheet I used 2 duties in daily / regular / irregular so a total of 6

duties.

Does this mean we are required to produce 6 separate task statements for each duty? And

another 6 for competency based totalling 12 task statements?

Some of the KSAO's are very similar for me - so I feel like im often repeating myself in that

section.

9. Re: Task statements

by Gerry Treuren - Friday, 27 March 2015, 5:16 PM

Hi AnonyStudent ,

Great that you are making good progress on this.

Each duty may lead to one task (or maybe more). You need as many tasks as you need to

describe the job. But you will have to set yourself a limit: you want to describe the main

activities of the job, not everything and every little detail of the job. Otherwise you will get

yourself bogged down in details…So, you will need to step back and work out how to best

describe the task…

And then you work out the KSAOs needed to carry out the task.

You raise the point that some of the KSAOs for the different tasks seem very similar. Good.

That means that the knowledge, skills and abilities for one task are the same as the KSAOs

needed for another task – clearly this job needs those KSAOs…So, in the job specification

you will only need to list the KSAO once…

And you will need to do this exercise for the job-oriented and the competency-based analysis.

gerry

10. (i) Do I have to complete the templates? (ii) Job-oriented AND

competency-oriented as well? (iii) Do I have to write 1,500 words

as well as the templates?

by AnonyStudent - Sunday, 22 March 2015, 3:44 PM

Hi Gerry,

I have been attempting to start assignment 1, but would like some clarification as to the material you posted

online. I am slightly confused with the templates and their relevance to the assignment. Is it expected that we

complete the templates for both job-orientated and competency-based analysis as part of the assignment? Are

these then to be submitted as part of our word count, or do we then need to write an additional 1500 words to

write a position description and job specification. Also in the course outline it says in the job-orientated analysis

to use an interview, observation or critical incident approach - what exactly is required for this? Lastly would it

be possible for you to upload the feedback sheet so we can see how we will be graded.

I apologise if these questions appear to be simple and straight forward, however I feel it would be best to have

them answered before I get to far in and find out to be off the right track.

Thank you in advance.

AnonyStudent

Re: Questions for A1

by Gerry Treuren - Sunday, 22 March 2015, 7:05 PM

Hi AnonyStudent ,

First of all, please feel free to ask whatever questions that need to be asked.

(i) Question: I am slightly confused with the templates and their relevance to the assignment. Is it expected that

we complete the templates for both job-orientated and competency-based analysis as part of the assignment?

Answer: The templates are a guide for how to carry out the job analysis. If you want to use the templates, feel

free to edit the word documents. If you have a better way of doing the job analysis, then do it that way.

Yes, the assignment requires you do a job-oriented and a competency-based analysis, each leading to separate

job specifications and descriptions.

(ii) Question. Are these then to be submitted as part of our word count, or do we then need to write an additional

1000 words to write a position description and job specification.

Answer. All the courses of the University have to conform to the requirements of a database called the Program

and Course Management System (PCMS). Among other things, all assessment items are required to have a word

length, regardless of the format of the assessment. So, an assignment like this, which is based on a set of tasks

that can be written mainly through a series of templates and forms, will be listed on the system as being the

equivalent 1000 words long. Please, take it from me, as the course coordinator and the marker of the

assignments, this is how I will interpret the 1500 words requirement.

Please note: in the case of this assignment, if you can complete the templates (or an approach of your design),

attach the various working papers to the final assignment all collated as a word document, and submit that, I will

deem it to meet the word limit requirements. I will however mark on the basis on the basis of the quality of the

answer.

(iii) Question. Also in the course outline it says in the job-orientated analysis to use an interview, observation or

critical incident approach - what exactly is required for this?

Answer. This relates to the way that you obtain information about the content of the job. You will see a

reasonably long discussion in the various readings about the different ways you can obtain information about the

job. Some are too complicated or technical for the purposes of this assignment; in professional practice, the

three techniques I have highlighted are the ones most commonly used and also the most straightforward. In

essence, these approaches either require you to ask someone about all about their job, or to watch them do their

job or both.

11. Competency Based Job Analysis

by AnonyStudent - Wednesday, 25 March 2015, 10:00 PM

Hi Gerry,

When using the Competency based Job Analysis information sheet that you have provided, would you get a

superior to fill out this form; or would you fill it out yourself based on what you believe the organisation would

want/need in the job? In my case, working in hospitality, i was thinking of having my venue manager fill out the

competency based job analysis sheet.

Cheers,

AnonyStudent

Re: Competency Based Job Analysis

by Gerry Treuren - Thursday, 26 March 2015, 4:37 PM

Hi AnonyStudent

Good question.

Yes, you could get your supervisor to provide you information about the job. It is always better to get more

information about a role and an organization's wishes for that role, from multiple sources.

You are strongly encouraged to make very clear what you are looking for. It cannot be assumed that one's

supervisor - and this is not a comment about your supervisor - will have the perspective you are looking for, and

may not even be aware of the things you are looking for.

You are also encouraged to treat this additional evidence as a supplement to your evidence.

Gerry

12. Job description and specification documents

by AnonyStudent - Monday, 23 March 2015, 4:56 PM

Hi,

I am unsure as to the difference between the job-oriented and competency-oriented job description and

specification documents. How do we differentiate between them as it asks the same questions for the same job,

so wont both documents be identical? I am a bit confused by this so could you please explain how to make the

two documents different?

Thanks, I hope this makes sense!

Re: Job description and specification documents

by Gerry Treuren - Monday, 23 March 2015, 9:01 PM

Hi AnonyStudent

Good and useful question, because it requires us to clarify the practical differences between the two approaches

to job analysis.

The two approaches are – effectively – the same except for one respect: how you identify what the job is about.

In the job-oriented approach, you are looking to the existing job to identify the characteristics of the job. You

use that data to build up the job analysis.

In the competency based approach, you are looking at what the organisation needs to achieve out of the job.

This is what shapes the specification of the job, not what the (existing) job actually involves.

So, putting this together. In both approaches you use the same process except that in one, you look at the job and

use that data to define it; in the other approach, your job is defined by what the organisation needs from it…

gerry

13. Re: Job description and specification documents

by AnonyStudent - Wednesday, 25 March 2015, 3:14 PM

Gerry,

I have just noticed that on the competency based job analysis following question 7 it says "other useful data to

collect" everything after this sub heading is identical to that in the job orientated job analysis. Does this mean

we don't have to complete the info following on the competency based analysis as it will all be the repetitive, or

once again do we try to look at it from a different perspective?

Thank you,

AnonyStudent

Re: Job description and specification documents

by Gerry Treuren - Wednesday, 25 March 2015, 4:31 PM

Hi AnonyStudent ,

Just double checking...you do know you are submitting two job descriptions (one for the job-oriented and one

for the competency-based) and two job specifications, don't you?

Not sure how clear it is yet, but the two approaches - although conceptually very different - require a similar

approach. Hence the similarity in the information sheets.

The two approaches differ in how you identify what the job needs. Job-oriented approaches go one way,

competency - another way. Both need KSAOs to ensure the capability to do the job exists...

If people want, we can talk about this in Thursday night's class and in the tutorial next week.

gerry

14. More assignment 1 questions and answers...

by Gerry Treuren - Sunday, 22 March 2015, 7:26 PM

1. Question. First of all I wanted to know if it would be appropriate to complete the

assignment on an analysis of a nursing job?

Answer. This would be a great job to look at.

2. Question. My next questions is concerned with the layout of the assignment. I have

downloaded the templates and information sheets you have kindly posted for us students

however, our we allowed to use these guidelines and questions for our own assignment? Or

do we have to create our own templates/questions etc?

Answer. You can use the templates or you can make up your own. Your choice.

3. Question. Lastly I was wondering whether or not we had to include any

theories/definitions/references for any part of it?

Answer. Will you need to draw on facts, evidence, theories, etc that are not entirely your own

in order to complete the assignment? If so, you will need to acknowledge the source.

gerry

15. Can we use the job we are currently in?

by Gerry Treuren - Wednesday, 18 March 2015, 5:27 PM

AnonyStudent asks '...but could we do the job that we are currently in?'

Yes, you are in a good position to analyse that job.

Gerry

16. How many references must I use?

No minimum number. Only as many as you need to acknowledge the source of information

and ideas that you rely upon in your paper.

17. Is this a report or an essay?

This paper requires you to provide a report that contains the various information sheets, task

statements, as well as the position description and job specification, from the job-oriented and

competency perspectives, as well as a summary of what you have done. Obviously, you

would want a summary at the beginning of the paper, and the attachments at the end.

18. Do I need to attach feedback sheet to the assignment?

No, adding the feedback sheet is completely unnecessary, and adds nothing to the paper.

Actually, it is annoying to at least one of the markers of this paper.

19. Can I submit my assignment as a PDF?

No. The submission site has been set to NOT ALLOW the submission of PDFs.

20. As the assignment will be screened through turnitin, should I

panic when the score is very high the second or more times I resubmit

the assignment?

One of the features of the model submission software is that it allows you to resubmit an

assignment as many times as you like until the closing time. The current record is 7

resubmissions. Each time you submit the assignment the paper is resubmitted to turnitin. One

of the second time you submit, the revised paper is compared against the previous

submission, and as a result, you will have a very big score. Don’t worry. The teaching staff

will not initiate plagiarism proceedings in such a circumstance - we will be able to tell that

the high match rate was because your paper was compared against a previous version.

21. Do I have to attach any transcripts of any interviews?

No.

The competency-based and job-oriented approaches seem very similar. Why do I have to do

both?

Yes, superficially, the two approaches LOOK similar. But if you look more closely, you will

see a fundamental difference, that has big implications for the organisations in its design of

jobs and work processes, and for the recruitment and selection process. Figure out the

difference.

22. Do I really need to answer the set question?

Yes, you are awarded marks according to how well you answer the set question.

We have had a growing number of students in the last few years who believe that you don’t

need to answer the set question.

Such students typically get awarded marks like F1, F2 (and P2 if they do something amazing

while not answering the actual question). One particularly silly student wanted a remark,

even though (i) he forgot to complete the bit of the assignment that involved position

description and job specification; and (ii) completely missed the competency-based part of

the assignment. Please do not be that student. Read the question.

23. So, what should I submit?

You need to submit a summary that explains what you did and what you ended up with.

That is not really more than one or two pages. And then you need to attach the relevant

documents: completed information sheets, task statements, etc, and job description and

job specification.

24. Do I HAVE to attach the feedback sheet to the assignment?

The answer is elsewhere in this FAQ. If you include the feedback sheet, the marker may

tease you for missing this item in the FAQ twice.

25. Competencies/Attributes

by Anonystudent - Friday, 1 April 2016, 3:26 PM

Hi Gerry,

I'm a bit confused as to how to go from identifying the Organisations goals and

converting these into the competencies or attributes in Q6 of the Competency based info

sheet.

More specifically the instruction to use the 'great eight' attributes in each task

statement.

1 - do we need to use these or are they a guide to the types of words to be using? As im

finding it difficult to apply them to the position I have chosen.

2 - in this question - are competencies, attributes and task statements all meaning the

same thing?

Any clarification you can provide would be great,

Thanks

Re: Competencies/Attributes

by Gerry Treuren - Saturday, 2 April 2016, 12:43 PM

Hi Anony,

1/ Those eight, according to the researchers cited in the text, appear most of the time in

attempts to specify the competency. Those eight are words that describe the active

work of the job - the verbs that connect the outcome of the employee's work with the

input available to the employee.

However, if your job does not involve people leading (such as 'leading a workgroup to

achieve high levels of customer service') or supporting (Providing support to the unit

manager in achieving the business unit's performance goals), etc...or presenting or

analyzing or creating or organising or adapting or performing....then use other

descriptive verbs.

2/ A competency is what the person does, in broad, abstract terms. An attribute is an

aspect of what a person needs to be able to demonstrate a competency. A task

statement is what they specifically do, in more direct, immediate terms. A competency is

broader and more general than a task statement.

gerry

26. What is the question I should be answering?

by AnonyStudent - Friday, 1 April 2016, 9:29 AM

Q. The FAQ also talks about answering the question directly, however I am not sure what the

actual question is. i cant find one stated on the course outline or in the information on any

slides.

A. You will answer the question by submitting an answer that meets the requirements

contained with the following sentences from the Assignment 1 bit of the Course Outline:

'Find a job that you can subject to job analysis.

Analyse the job in two ways (job oriented and competency-oriented) and write appropriate

position description and job specifications for each. In the job-oriented analysis use either an

interview, observation or critical incident approach.

You will need to submit the job analysis documents as well as the position description and job

specifications, in a clear, logical document that can be easily read by a manager who does not

have any familiarity with HR.'

THAT is the question.

Why do I make a fuss about this? Amazingly, some students have, in the past, submitted

assignments that miss the competency bit, or the position description, or submit position

descriptions without any explanation of how the job was analysed, etc. Us markers cannot give

marks for answers that we cannot see; or for answers to OTHER questions.

27. 1500 words? What is included in the 1500 words?

by Gerry Treuren - Friday, 1 April 2016, 9:25 AM

Q. I'm slightly confused as to what i should actually be including in my assignment and where the 1500 words

comes from. My understanding is that we include the sheets provided (information sheets, task statements and

job description and specification) for both job-orientated and competency-orientated in the assignment in the

appendix and will not count towards the word count.

A. The submission of the completed forms + the summary is deemed to be equal to 1500 words, subject to the

following condition: the summary is no longer than 1500 words.

Gerry

28. Importance of Task Ratings

by AnonyStudent - Tuesday, 29 March 2016, 11:21 PM

Hi Gerry,

Following the example job requirement matrix in the text book, it list a task importance rating

for the nature of the KSAOs and not for the specific tasks? I assume this is correct however I

wanted to check anyhow.

Thank you,

Anony

Re: Importance of Task Ratings

by Gerry Treuren - Wednesday, 30 March 2016, 12:05 AM

Yes, you could add that level of detail if you wanted...it certainly would be a good guide to

those doing the selection on the relative importance of the various components of the

KSAOs. gerry

29. % of time tasks performed & Task Dimensions

by AnonyStudent - Monday, 28 March 2016, 4:43 PM

Hi Gerry/fellow students,

Within the job analysis it asks us to allocate a % of time spent on task.

I was wondering whether the percentage has to add up to 100% for all of the tasks which we have? The reason I

ask is that the role which I have analysed has tasks which sometimes overlap each other during the day.

Also, I am having trouble categorising my tasks into task dimensions. I have consulted the FAQ and the

textbook but am unable to determine how this should be done correctly. Are you able to provide any assistance

with this please?

Thanks for your clarification!

Anony

Re: % of time tasks performed & Task Dimensions - % of tasks,,,

by Gerry Treuren - Monday, 28 March 2016, 8:22 PM

Hi Anony,

The purpose of giving the % for tasks is to identify the relative importance of the various tasks. Some tasks are

more important than others. Some tasks are clearly more important for the job and take more time.

An example: a taxi-driver, for example, would spend most of their time driving (or waiting to drive), so you

might expect the task 'Driving' to represent 70 or 80%. There is also a need to provide day-to-day maintenance,

but that is likely to take less time - say 10%. Writing up the log book, during and after the shift might make up

5%.

These tasks statements might add up to 100%. Of course you could make them add up to 100% for the purposes

of the exercise, but that is not really the point of the exercise.

You will probably find that you can explain about 80 or 90% of the job. The remainder could be wrapped up

into 'And any other duties as directed.' Or you could find the tasks statements add up to more than 100%,

because of overlap.

So, how to treat the overlap? I'd list the two together as distinct tasks within a broader task, and report the

overall %. But I would not agonise over this. The real issue is to understand and describe the position, so that

you identify the KSAOs needed for the job, so you can have a sensible way to recruit, select, train and

performance manage the employee, not to worry about the smaller details.

gerry

30. Task dimensions

by Gerry Treuren - Monday, 28 March 2016, 8:44 PM

Hi Anony,

For some jobs you will see that the task statements can be grouped into 'types' of activities', that

reflect broad purposes or activities that are at a higher level of generality than task statements.

Consider job analysing the work of an office manager. Some of the tasks statements could fit

under a number of broad classifications, like:

(i) 'record management', which might contain a task statements like: 'filing invoices, quotes, and

timesheets', 'updating the computer database'.

(ii) General administration, which could include task statements like: 'handling accounts for the

business', 'organising rosters and leave arrangements', etc.

(iii) HR: 'filing vacancies', handling payroll', 'managing performance reviews'

See how the task dimensions bundle similar tasks statements.

Not sure if there is a correct way of doing this. If you see a pattern in the task statements, use

that to identify the task dimensions.

(And no, the markers will not be too anxious or fussy over task dimensions).

gerry

31. How many task statements?

by Gerry Treuren - Saturday, 26 March 2016, 5:23 PM

Each task statement corresponds to the a discrete activity done by the job. Some jobs involve lots of tasks, and

thus need multiple task statements. Some have few tasks, and thus few task statements.

Gerry

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