Module #6 - Job Analysis and Rewards

1. What is the purpose of each type of job analysis, and how can the three types
described in this module be combined to produce an overall understanding of work in an
organization?
- The main purposes of conducting a job analysis process is to use this particular
information to create a right fit between job and employee, to assess the performance of
an employee, to determine the worth of a particular task and to analyze training and
development needs of an employee delivering that specific job.

2. How should task statements be written, and what sorts of problems might you
encounter in asking a job incumbent to write these statements?
-Task statements are written with descriptions of the behaviors or work activities
performed by the employees in their conduct of a given job.They should indicate what
the employee does by using a specific action at the beginning of the task. The problem
is asking a job incumbent to write these statements could involve a lack of writing skills
on the part of the incumbent.

3. Would it be better to first identify task dimensions and then create specific task
statements for each dimension, or should task statements be identified first and then
used to create task dimensions?
- Task statements should be identified at first, and then used to create task dimensions.
The classification of the task to dimensions, can only be dependent on the task
statements. This will help task managers to coordinate the people assigned to them.