Posted: February 5th, 2019

Saint HRA498 assignment 3

Perform a job analysis on your current job (or one you have held in the past). Based on the results from the job analysis, outline how you might assess someone for entrance into your organization for that job (based on the Essential Function Importance Level, EFIL) in order to assure that you hire the best person for the job.Click hereto download the guidelines for completing the job analysis. Job Analysis Data Collection FormatThe job analyst shall determine the Essential Function Importance Level (EFIL) for the tasksperformed in a job you once worked in or presently hold. After reviewing job descriptions orreflecting on the job, develop a list of Task Statements (Subject—Verb—In Order toStatements—“Enters data into the computer in order to keep accurate records”) for the workdone in the position. Typically there are about 20 tasks for each job when doing a job analysis(you may have more or less than this figure). You may want to create a table before theincumbent does the ratings (with tasks—numbered 1,2, 3, etc. on the left and the RatingCategories and each Scale on the right)—this may help with tabulating the info. Then rate thetasks on the following Rating Scales:a) Rate the tasks, using the accompanying scales, relative to all the other tasks performedin the job.b) Rate the task on Relative Time Spent (RTS)—refers to the total time spent performing atask compared to all the other tasks in the job.1=small amount of time2=less than average3=average4=above average5=large amount of timec) Then rate the task on Difficulty to Learn (DL)—refers to how difficult the task is to learnrelative to the other tasks in the job.1=one of the easiest2=easier than most3=average4=one of the hardestd) Mistake Made (or not Done)—refers to the consequences of not requiring an employee todo this task or the consequences of making a mistake while performing this function.1=slight, easy to correct2=somewhat serious, but easy to correct3=somewhat serious, somewhat hard to correct4=serious, hard to correct5=very serious, life threatening or very expensivee) Centrality—whether the reason the position exists is to perform that function.0=just a side part of the job, not a central part of the job.1=a central part of the job, but not one of the primary reasons the job exists.2=a central part of the job, one of the main reasons the job exists.f) Re-Assignment—the number of employees available to perform the function or amongwhom the performance of the function can be distributed (the long-term part is importanthere—can someone else perform the task for 6 months or over?).0=several people do this, can be re-assigned on a long-term basis.1=one other person does this, could be re-assigned on a long-term basis.2=nobody else does this, cannot be re-assigned on a long term basis.In order to determine the Essential Function Importance Levels (EFIL) for each task use thefollowing formula_EFIL=(RTS+DL+M) X (C) X (R)=Where EFIL=Essential Function Importance LevelAfter these computations are done for each Task Statement, order them from highest (the highestrating using the formula) to the lowest (the lowest rating using the formula). This should be anordered-arrangement of the Task Statements for the job of interest.