Why Conduct a JTA?
A job task analysis is surveying all elements related to a specific job such as the duties, responsibilities, and requirements as well as the importance of each piece. If your company is experiencing growth, then a JTA may help in understanding the organization of job functions to help inform restructuring needs. Or, perhaps you have conducted several hires that resulted in a mismatch between new employees and their agreed-upon roles.
Avoid the added stress and disruption of conducting your own JTA and bring in a performance consultant for an unbiassed study to collect accurate data to inform job reclassification, growth, recruitment, training & development, as well as improving employee performance reviews.
Four Methods to Collect JTA Data
Understanding the current elements that make up a job help inform future decisions. The four outlined methods can paint a picture of the current job structure when compared against the job details documented at your Human Resources office.
Interviews
When time and resources permit, the interview is a popular method of capturing information from employees by providing a comfortable environment to talk openly. Each interview asks employees the same questions but opens up an opportunity to probe for more information as the employee shares their experiences and opinions.
Focus Groups
When time is more limited the focus group can offer a safe, social environment to discuss the workplace with employees. The social environment of a focus group can quickly open up conversations that may not get captured through observation or surveys.
Observations
If time and resources are not available, job observations can provide an opportunity to collect data on the workplace.
Surveys
The survey is an excellent way to conduct preliminary or follow up assessments with employees. Questionnaires can collect most of the information gathered from interviews but without the workplace disruption of pulling employees from their tasks.
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