Introduction
Job analysis is the analysis and identification of behaviors, skills, and characteristics needed for effective job performance. It is the process of analyzing job requirements that can lead to satisfactory performance (Sidique, 2004). Job analysis entails obtaining information about jobs through identifying the tasks, duties, and activities involved in the jobs. It implies a systematic analysis of jobs using some predetermined steps. After completion, job analysis gives a report that summarizes the information obtained from the investigation of several jobs. This paper will analyze the job of a dietician and evaluate the performance appraisal methods relevant for the job analysis conducted.
Job Analysis of a Dietician
Summary Description
The main role of a dietician is to plan nutrition programs as well as monitor food preparation and serving. Dieticians promote healthy methods of eating that play an important role in the management of diet-based diseases. They have also been involved in the prevention and treatment of nutrition-based illnesses through the promotion of healthy dietary habits. They improve the health of the public by recommending necessary dietary regimes that lead to healthier lifestyles. Dieticians work in private and public institutions, such as hospitals, where they manage food and nutrition processes. They are also involved in research that plays a vital role in promoting proper eating habits in society.
Job Tasks
Dieticians provide counseling in the primary rules of proper nutrition. They are tasked with the responsibility of promoting proper dietary habits, monitoring how members of society eat and determining the effects their dietary habits have on the quality of their lives. Second, they assess the needs of individuals and groups, as well as their diet restrictions, and help in providing nutritional counseling. Furthermore, dieticians act as advisors who promote healthy dietary plans, advise on how to select and prepare food, and also prescribe diet modifications that can positively impact the quality of people’s life. They work hand in hand with health care professionals to develop the correct dietary regimes based on the needs of an individual. Another major task of dieticians is supervising and inspecting meals to ensure that they are in line with the expected standards of quality and safety. Dieticians are involved in the organization, development, analysis, testing, and preparation of special meals, such as low cholesterol food, low-fat meals, and food without any chemicals. In addition, dieticians are engaged in the development of curricula as well as the preparation of manuals and any other materials needed for nutrition and dietetics teaching. One of the most important tasks of a dietician is to make public policy recommendations which include food labeling. To promote the health and wellbeing of people and control the nutritional diseases that afflict them, dieticians develop programs and policies that address the nutritional needs of a healthy population. They act as advisors who oversee the process of food planning and budgeting and play a major role in the evaluation of food services and programs. Finally, dieticians provide advice on the development of new recipes and menus in the institutions where they are employed.
Training and Qualification
Successful dieticians have a degree in dietetics, food science, food technology, or nutritional science. A degree in life sciences, incorporating biochemistry and human physiology, can also suffice. Those without a first degree in the aforementioned areas usually have a postgraduate qualification in the nutrition and dietetics-related field.
- Key Skills
- Perfect interpersonal skills
- Good networking skills
- Communication skills
- Teamwork and conflict management skills
- Interest in human physiology and biochemistry
- Key Abilities
- Oral and written comprehension
- Oral expression
- Deductive reasoning
- Informational ordering
- Areas of Knowledge
- Biology
- Customer care and personal service
- Psychology
- Counseling and therapy
- Administration and Management
- Human resources
- Clerical services
- Food production
- Communication, IT, and Media.
How This Job Analysis Can Be Used Within an Organization
The above job analysis can be used for various purposes. First, it can be used as a recruitment and selection tool. It provides profound information about the certain job and human characteristics needed to carry out the job effectively. This information can help human resource personnel and managers to make decisions on the people to hire or recruit (Sidique, 2004). Second, this job analysis can be used in the determination of compensation packages for employees. It provides data that can be used to evaluate the positions as well as determine the relevant competencies and skills required to handle them. This helps decision-makers to determine the appropriate compensation package for the position. Compensation packages depend on the educational requirements, skills needed, risks involved, and the degree of responsibility bestowed on a holder of a certain position. Using job analysis, an organization can determine the relative worth of positions to facilitate accurate classification and compensation. Furthermore, job analysis can be used in performance appraisals. It also enables decision-makers to set standards of performance and also evaluate the performance of the workforce based on these established standards. In addition, job analysis can be used to develop and design employee training and development programs (Bradford, 2000). Job analysis shows the skills needed by each job and the type of training required to achieve those skills. Finally, it can help in the discovery of unassigned duties.
Reliability and Validity of the Job Analysis
The reliability level of this job analysis is high because the information was obtained from various credible sources. Supervisors, managers, and workers were interviewed to ensure that the data collected was objective. Different informational sources have different analytical abilities. Using various sources, therefore, improves validity by providing more objective data. Data collected from different sources had a lot of consistency, making it more reliable.
Different Performance Appraisal Methods
One of the performance appraisal methods that can be applied to the job analyzed above is the rating scale. These are numerical scales that represent performance criteria related to the job. They include attitude, dependability, and attendance. The scales range from excellent to poor. One of the benefits of this method is that it is adaptable, not very expensive, and easy to use. It can evaluate a large number of employees in a short time. One does not require formal training to use this method. On the other hand, the method is vulnerable because it is subject to rate biases (Sidique, 2004). The second performance appraisal method applicable to this job is checklists. This method entails the use of statements about the traits of an employee that require Yes or No answers. This method is beneficial because it is standard, easy to administer, and requires limited training. On the other hand, it is vulnerable to subjective application and does not always disclose the truth. The third performance appraisal method applicable to this job is the forced-choice method. This method entails the use of a series of statements arranged in packs of two. The person who is supposed to rate makes a true or false choice. One of the benefits of this method is that it does not have personal biases. Wrongly framed statements, however, make it vulnerable to errors. The last method is the forced distribution method. A manager is forced to rank the employees, placing them into different categories: from the best to the worst ones. This method is the best because it eliminates such weaknesses as errors of central tendency. It does not have any disadvantages, making it the most effective method of performance appraisal for such a critical job as a nutritionist and dietician.
In conclusion, the above job analysis can be used as a recruitment and selection tool. It can also be used as a method of determining compensation packages for employees. Job analysis is important in the development and design of employee training and development programs. It can also aid in the discovery of unassigned duties. The above job analysis has high validity and reliability because the information was obtained from various sources and the level of consistency was high. The best method of performance appraisal based on the job analysis conducted above is the forced distribution method because it avoids such weaknesses as errors of central tendency.
References
Bradford, D. (2000). Simplified Strategic Planning. NJ: Chandler House.
Sidique, AK. (2004). Job analysis for a changing workplace. NY: Guilford Press.