In most organizations today, job responsibilities and duties continually evolve to meet both internal and external challenges. Recessionary economic times have forced organizations to restructure, downsize, and re-engineer causing change in the way jobs are performed. In these types of situations, work processes are affected which could lead to performance issues. Fewer people available to do more work impacts what work gets completed and how it gets completed. Consequently, these performance gaps may lead to work redesign. A work analysis needs to be conducted to determine the main duties and responsibilities indicating - what work is done, how it is done, and why it is done. It should provide a thorough investigation and breakdown of a job, task, or content that can assist us in deciding whether training is warranted and what kind of training is required.
As an instructional designer, we can begin by conducting a job analysis. We need to define the primary purpose of the job analysis and determine the jobs we want to investigate. We can then decide what type of results we are trying to achieve. A job analysis can help define job descriptions and specifications, tasks listings, and job performance standards. Job titles alone do not provide enough information about a job. A thorough understanding of the nature of a job enables us to focus on the job description. The information we obtain from conducting a job analysis is essential in developing a detailed description of a job. A job description is vital in outlining the duties a person performs, and the knowledge, skills, and abilities required to perform those tasks.
It is vital to know the role workers play in an organization. We need to be able to answer such questions as wh...
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...lacency and work performance may be difficult to ascertain. As mentioned in the reading, task analysis does not always involve observable behavior . It may involve an unobservable mental action. I would assume that the analysis of unobserved actions would serve more of a challenge. How do you re-engage these types of individuals in the tasks that they perform? How do you fold accountability into the instructional design? We have to make sure we impassion these individuals so they want to learn in the workplace.
One of the major goals of training is to have workers transfer what they learn from instruction to their jobs. As instructional designers, we need to ensure that workers will apply on the job what they learned during instruction. I feel complacency must be taken into consideration when designing instruction in order to help achieve competent performance.
Our Session Long Project (SLP) for Module 1 transforms the evaluation essay into a job evaluation. The type of job evaluation used in this SLP identifies the responsibilities of the job and bases the individual’s performance on these responsibilities. What does this mean to the employee; it means that if they understand the responsibilities of their job they are better able to perform it to the satisfaction of the evaluator. However employees who are not informed of their responsibilities can invalidate your evaluation process very quickly and wreck havoc in any organization.
In Chapter 1, of The Book of Job, God is depicted as a creator, who not only entrusts his faith into his creation but also as a maker, who is extremely proud of his property. Talking specifically about Job, God demonstrates emotions toward his slave, as he converses with Satan. As God talks to one of his sons, he portrays qualities in which he is revealed as a prideful and faithful creator, towards Job.
The systemic perspective in instructional design is traditionally limited to feedback via needs assessment or evaluation. The systematic perspective in instructional design, however, is strongly represented in a variety of step-by-step models. (Carr 1996)
I would qualify as a good candidate for this program considering my experience in working in Human Resources. I know people will say this in their essay, although I really mean it. I have a Bachelor in Art and Science from Tennessee State University. When I first started college, I was going for Nursing on the other hand reconsidered and decided to major in Art and Science to finish school. After I graduated, it was hard for me to figure out what I want to do with my degree. Before promoting to human resources, I was currently working as a psychiatric technician for the State of Tennessee. When the opportunities of working in the Human Resource department as a HR Technician 2 open, I applied. I did not have any knowledge in this field yet
A job analysis is a process of obtaining information to determine the tasks that workers must perform. It also determines the tools and equipment they need to perform assignments and the conditions in which they are required to work. Specialists in the field usually complete the job analysis (Stewart & Brown, 2014). The Youtube episode chosen for this paper is the Foreman Mills Clothing Store episode.
Procedural task analysis: observing and studying the visible details of current and optimal job performance by watching the interaction between the performer and the objective of the performance and also understanding thoroughly the future
This paper will define and explore the three major aspects of Gagné’s approach to instructional design, which include: nine events of instruction, conditions of learning and learning outcomes. How Gagné’s theory correlates to the Walter Dick and Lou Carey’s systems approach to instructional design will also be considered (Dick and Carey, 1996).
The fundamental concern of instructional design is the creation of more effective learning environments for learners. In order to do this, instructional designers must consider the various learning styles and stages of development of the learners as they interact with course material and develop a mature understanding of a topic.
Needs Analysis. The first step in any training program is determining, if any what is needed in the organization. (Aamondt, M. 2012). Obviously, in Pal’s environment there was room for improvement and training would be required. A popular distinction in what training may contribute is made in the four-level model of Kirkpatrick (1998). This model distinguishes; (1) reaction criteria that represent attitudinal and affective responses to the training; (2) learning criteria, learning outcomes of the training without reference to the performance for which the training was meant; (3) behavioral criteria, actual on-the-job performance; and (4) results criteria, distal and macro criteria that relate to productivity and p...
organization. Job analysis is a process of determining the different tasks that are associated with
There are two main components to prerequisites that include knowledge of the organizations strategic goals and knowledge of the jobs being evaluated in a performance management system (Aguinis, 2009). First is setting strategic goals, which allow the organization to clearly define their purpose thus establishing similar goals downward until each employee has individual goals that are aligned with the organization (Aguinis, 2009). Second is job analysis where job duties are defined and understood so that criteria can be developed for success at the job level and how it ties back to organizationa...
Internal and external labor market is the method, reasoning, and source I would use to recruit and retain employees. Company’s present employees are included in the internal labor market whereas; outside candidates for employment are included in the external labor market. Job availability posted in a visible workplace board internally As an representative of human Resources I would be as descriptive as possible using accurate job analysis information about the open position. The information will tell about the company’s working employees and the information used to initiate a change possible in the position for qualified persons. New college graduate can often start a job in a corporation at a low level of pay, until they gain experience. After
Management is all about watching and caring about what you employees are doing. In this class I have learned to see more about what my employee are doing than just tell them to do it. This help to understand to job at and and what they may need to help create an...
Kameenui, Edward J., and Deborah C. Simmons. Designing Instructional Strategies: The Prevention of Academic Learning Problems. Columbus, OH: Merrill Pub., 1990.
The integration of various computer technologies have pushed designers of curriculums to modify their teaching and instructional design in such a way that they promote the essence of instant, interactive, and transferrable knowledge. There...