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Job Task Analysis - Essay Example

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Thus, most of his duties will be generally concerning the personnel office with no specification. Some of the listed duties will include: Keeping all the records of…
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Job Task Analysis
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Job Task Analysis A Job Task Analysis for a first level clerk in a personnel office in a branch of the military
Job Descriptions
A clerk in the first level will normally not be allocated duties which require more experience with the company. Thus, most of his duties will be generally concerning the personnel office with no specification. Some of the listed duties will include: Keeping all the records of the personnel office. Such records include names of all the employees in the military branch, work placements of all the employees, attendance registers and payment sheets of each worker. Other duties will include marking the attendance register, collecting job resumes and applications and submitting them to the human resource manager, scheduling interviews for new employees in the branch, and following up on their progress once employed. Any memos for the department are also to be prepared by the personnel clerk in charge (Reddy, 2004).
Behavioral objectives and common tasks
Behavioral objectives are goals that the military branch will be aiming to accomplish when training the personnel clerk. They include duties and responsibilities that the clerk should be conversant with by the end of the training. Therefore, according to the above tasks the behavioral objectives listed should be that: the personnel clerk will master all the recording procedures in the office; he or she will also be able to understand on how to follow up on the military personnel; he or she will be able to construct a pay roll sheet from the attendance register and lastly, that he or she will be able to prepare all the notices memos of the personnel department if need be.
Job Task Analysis
A job task analysis is used to train an employer by laying out all the duties to be performed. (Wolfe, 1991) An analysis for a personnel clerk would be: Enter into the office; Sign in at the register; Check out the attendance of each and every employee of the military branch; Note any absent employees; Identify the events of the day; Ensure all the office records are neatly in place; Arrange any misplaced documents; Prepare any memos required; Receive and attend to any visitors of the personnel department; Ensure that any injured militants are attended to; Ensure the pay roll sheet is in agreement with the attendance list; Check the mail box of the personnel department; Forward and present any available resumes and application mails to the necessary offices; Follow up on the new employees of the organization; Schedule interviews for any new employees and finally sign out the employees after work.
Organizational situation
Generally, a personnel clerk is important in all organizations since all organizations have employees that need to be managed and yet the personnel manager cannot conduct all these duties by him or herself. However, the organizational situation that will highly benefit from this job task analysis is one that consists of a large number of employees who are engaged in different duties and thus need follow up. It will also be suitable for a newly started organization that is still recruiting new employees and that needs all its activities to be followed up on and accurately done due to being delicate.
Opportunities of appropriate training
A situation where most of the employees in the organization are new will be a good opportunity to ensure that there is intense training. This is because the management will only focus on the training at that time thus with no distractions. Another opportunity for appropriate training would be when there are personnel professionals around the organization or just people who have knowledge and experience in the personnel department. The organization could take advantage of such a situation and ensure the clerks are efficiently trained by the professionals. (Business & Legal Reports, Inc., 2011)
References
Business & Legal Reports, Inc. (2011). 7 Strategies for Effective Training: Special Report. U.S.A:
Reddy, R. J. (2004). Personnel Management. New Delhi:
Wolfe, P. (1991). Job Task Analysis: Guide to Good Practice. New Jersey: Read More
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