Page 37 - Demo

%u062c%u0645%u064a%u0639 %u0627%u0644%u062d%u0642%u0648%u0642 %u0645%u062d%u0641%u0648%u0638%u0629 %u0640 %u0627%u0625%u0644%u0639%u062a%u062f%u0627%u0621 %u0639%u0649%u0644 %u062d%u0642 %u0627%u0645%u0644%u0624%u0644%u0641 %u0628%u0627%u0644%u0646%u0633%u062e %u0623%u0648 %u0627%u0644%u0637%u0628%u0627%u0639%u0629 %u064a%u0639%u0631%u0636 %u0641%u0627%u0639%u0644%u0647 %u0644%u0644%u0645%u0633%u0627%u0626%u0644%u0629 %u0627%u0644%u0642%u0627%u0646%u0648%u0646%u064a%u062937Electronic Resources %u2013 Human Resources Development Year Four - 2021 | |37Question:You have been asked to perform a task analysis for A job ------------------. Which method(s) of task analysis do you think are most appropriate for analyzing this job?1 .Stimulus-response-feedback.2 .Time sampling.3 .Critical incident technique.4 .Job inventories.5. Job-duty-task method.Task Identification Methods:%u2022 Stimulus-response-feedback: this method breaks down each task into three components. The first component is the stimulus, or cue, that lets an employee know it is time to perform a particular behavior. The second component is the response or behavior that the employee is to perform. The third component is the feedback the employee receives about how well the behavior was performed.%u2022 Time sampling: involves having a trained observer watch and note the nature and frequency of an employee%u2019s activities. By observing at random intervals over a period of time, a clearer picture of a job is understood and recorded. Recent advances in technology make this much easier to do than previously. The following link provides an example: https://www.youtube.com/watch?v=A0GDkFFSLPQ%u2022 The critical incident technique (CIT): The CIT involves having individuals who are familiar with a job, record incidents of particularly effective and ineffective behavior that they have seen over a period of time (e.g., one year). For each incident, the observer describes circumstances and specific behaviors involved and suggests reasons why the behavior is effective or ineffective. The CIT results in an understanding of what is considered both good and poor performance. For example, this approach can be used to develop a list of competencies for healthcare managers.%u2022 Job inventory questionnaire: it is a questionnaire developed by asking people familiar with a job to identify all of its tasks. This list is then given to supervisors and job incumbents to evaluate each task in terms of its importance and the time spent performing it. This method allows for input from many people and gives numerical information about each task that can be used to compute indexes and analyzed with statistics.%u2022 Job-duty-task method: the job is divided into its subparts, providing a comprehensive list that identifies the job title; each of its duties (and the tasks and subtasks that make up that duty); and, finally, the knowledge, skills, abilities, or other characteristics (KSAOs) required to perform each subtask.