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The task, frequency, skills, complexity

Duties and tasks form the core unit of any job. In the case of he front office supervisor’s job the tasks performed by the incumbent are analyzed so as to be identified and clearly understood by all. These include receiving guests, managing customer service, supervising reservations among others. The information given by the respondent basically borders on duration required to perform the task, frequency, skills, complexity, standards, as well as equipment.

Once identified, these define the duties or tasks to be performed by the job holder now and in future. Tools and equipment For duties and tasks to be performed perfectly some tools and equipment need to be identified and used. These are important because probably without them the job tasks cannot be accomplished. Such tools in the case of the front office job include computers, telephones, protective eye glasses etc. Environment

The environment in which the job holder works in is of importance and should be analyzed too. This is to determine whether it is conducive or not. This will entail checking the presence of bad smells, high temperature, low temperatures, unfriendly customers, unsupportive superior and other things. Ways of dealing or solving such negative environmental conditions should then be identified

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and implemented. Requirements There are specific requirements that need to be checked when analyzing a job.

These include skills, knowledge and abilities which are needed to perform the job accordingly. Information obtained from the incumbent on these requirements may show that he/ she has a higher level or mastery of these but the aim of the analysis should be to establish the minimum requirements that can enable the performance of the job. Relationships Information collected through various methods from the respondent can also serve to identify how the job holders relate with their superiors as well as their subordinates.

This should also establish the relationship between the job and the other jobs i. e. internally as well as how the job or job holder should relate to the external environment. For example the supervisor should encourage both open vertical and horizontal communication chain in the department and within the organization. Conclusion Job analysis when conducted well can bear good results for the organization. However, it is always not perfect as a result of a few problems such as accuracy and stability.

Accuracy may be affected by lack of full information from the respondents, unfavorable organizational structures, distortions that may affect perception of the job due to personal or political reasons, cognitive errors, personal motivations and behavioral aspects of the job not being well done. Stability of the job analysis on the other hand may be affected by such things as technological changes, improvements effected by employees, environmental factors like business climate, laws, cultural changes, as well as seasonality of some jobs. For this reason job analysis should be done and reviewed over time.

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