What is a Job Task Analysis?
A job task analysis or JTA is an assessment of a specific job task. Instead of evaluating the person doing the job, these analyses evaluate the task itself and the broader work responsibilities that revolve around each employee’s position. These analyses are based on data to help paint an overview of the different tasks and responsibilities employees must perform to succeed in their roles in the organization.
Through job task analyses, managers get a better hold of what tasks employees have to accomplish and the skills required to accomplish the tasks while also finding different ways to improve workflows, productivity, and efficiency.
Importance
It’s critical for organizations to understand the job tasks that their employees have to perform. When assigning tasks to different people and delegating roles in the organization, you need to analyze jobs and roles and outline specific tasks and responsibilities associated with each. That way, it will be easier to explain the tasks at hand and what skills employees need to develop to effectively execute their jobs.
Aside from clearly defining tasks, JTAs also allow managers to find potential areas of improvement and different ways to enhance their employees’ workflow. That way, the organization practices continuous improvement that can push the company in a great direction.
How to Conduct a Job Task Analysis
There are various approaches to conducting a job task analysis. The specific approach you take should depend on the type of tasks you’re assessing, the industry you’re in, and the various standards and regulations you have to abide by. That said, there are three basic steps that you have to go through whenever you conduct a JTA, which includes:
Step 1: Task Identification
The first step in a JTA is identifying the tasks necessary for different jobs. To do this, it’s best to discuss the different roles in the organization with industry experts who can help you list down the tasks associated with the role and which tasks may be delegated to other people in the team. On top of that, managers may also physically observe their team at work and review the documents that are already present.
Step 2: Task Prioritization and Ranking
Not all the tasks that employees have to perform are of equal importance. Thus, both managers and employees must understand which tasks are top priorities and which ones aren’t.
This is why the next step of a JTA is ranking the tasks for each specific job in order of importance. That way, you can focus your training efforts on the most critical aspects of every job.
Step 3: Competency Assessment
For every task you identify, you must conduct a competency assessment. This is where you can determine the specific skills, abilities, and knowledge required to perform the tasks effectively. From there, you can tweak employee training programs to focus on areas of improvement or the most critical aspects of each role.
Step 4: Documentation
It’s important to document all the parts and findings of your JTA. This includes how you gathered the data, how they were assessed, and the conclusions that the team found based on the data at hand. That way, there is a clear paper trail to revisit when conducting a new JTA or if you need to look at the documents to refresh your memory.
Create Your Own Job Task Analysis Checklist
Tips For Conducting a Job Task Analysis
Implementing and conducting a JTA effectively isn’t easy. Aside from having to tweak the methodology based on the needs of your organization and the unique qualities of your industry, it’s also crucial to consider how your organization builds its workflow.
With that said, here are a few tips for conducting a JTA that can definitely make the entire process easier for you:
Bring in Experts
A great way to enhance your JTA is by bringing in expert consultants to help you assess different tasks and roles in your organization. When bringing in industry experts, you gain insights that you wouldn’t find if you conducted the JTA with an internal team. That way, you can get the full picture of each role and tweak your training systems accordingly.
Update Regularly
Every job goes through changes over time. For example, the job description for a specific role 10 years ago will be very different from the description nowadays. This is why you need to conduct regular JTAs and update the information based on your findings since it ensures your organization always stays ahead of the curve.
Leverage Technology
Another great way to bring your JTA process to the next level is by leveraging technology and using it to your advantage. There are various programs and platforms available now to help you conduct your JTAs in an efficient, effective, and uniform manner.
Having this tool beneficial to clearly determine the skills and knowledge required for specific jobs. On top of that, it helps you keep a digital record of your JTAs, which is easier to revisit whenever needed.
FAQs about Job Task Analysis
Job analysis typically focuses on gathering information about a job as a whole, including its responsibilities, qualifications, and working conditions. Job task analysis, on the other hand, specifically breaks down a job into its individual tasks and components to identify the skills and competencies needed for each task.
In an organization, the responsibility for performing a job task analysis typically falls on the Human Resources department or a specialized team within HR. However, the specific individuals or roles involved can vary depending on the size and structure of the organization.
Job task analysis typically involves methods such as interviews, surveys, observations, and documentation reviews. Subject matter experts or employees familiar with the job are often consulted to provide insights into the tasks, skills, and knowledge necessary for successful job performance.
JTAs apply to various industries and are very flexible processes that you can use to enhance your organization’s workflows. To conduct a JTA for your organization, make sure to tailor the methods to suit the specific needs of your company and industry.
Leon Altomonte
