HR job task analysis 1. Select the job(s) to be analysed. 2. Develop a preliminary list of tasks to be analysed by: interviewing job experts, observation, reviewing international standards for this job, review the requirements of this job licensing or professional certification (if there is any). 3. Validate the list of tasks with job experts to determine how frequently the task is performed, how important it is, and its level of difficulty. The types of questions that may be asked in this step include the following: How frequently is the task performed? How much time is spent performing each task? How important or critical is the task for successful performance of the job? How difficult is the task to learn? Is performance of the task expected of entry level employees? Etc.. Job incumbents, managers, etc. can answer these questions in a meeting or on a written survey. 4. Based on the results, identify tasks that are: important, frequently performed, and of moderate-to-high level of difficulty. These usually should be considered when designing a suggested training program for these jobs at the end of your report. (The tasks that are not important and are infrequently performed should not involve training.) After the most important tasks have been identified, identify the most important KSAOs. In your task analysis you should focus on: Identify or generate a list of the relevant tasks that should be considered for the job you selected. Task analysis begins by breaking the job into duties and tasks. Select at least 3 feasible and appropriate tasks related to your selected job to break down. A task analysis should identify both what employees are actually doing and what they should be doing on the job (as described by a job expert). Use more than two methods for collecting task information to increase the validity of the analysis. For task analysis to be useful, information needs to be collected from SMEs, including job incumbents, managers, and employees familiar with the job. In deciding how to prioritize tasks, the focus should be on tasks necessary to accomplish the company's goals and objectives. These may not be the tasks that are the most difficult or take the most time