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A Critical Analysis in Job Analysis

The document discusses job analysis, which is defined as the process of gathering and analyzing information about job duties, responsibilities, and requirements. It identifies the three main methods of job analysis as interviews, questionnaires, and observation. Questionnaires are widely used but have limitations, while observation provides the most accurate data through directly observing employees, but also has disadvantages like potentially altering their work. The document provides details on each method and their pros and cons.

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Maria Salve Malacad
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41 views3 pages

A Critical Analysis in Job Analysis

The document discusses job analysis, which is defined as the process of gathering and analyzing information about job duties, responsibilities, and requirements. It identifies the three main methods of job analysis as interviews, questionnaires, and observation. Questionnaires are widely used but have limitations, while observation provides the most accurate data through directly observing employees, but also has disadvantages like potentially altering their work. The document provides details on each method and their pros and cons.

Uploaded by

Maria Salve Malacad
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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A CRITICAL ANALYSIS IN JOB ANALYSIS

MARIA SALVE Q. MALACAD


BSBA HRM 1-1N, College of Business Administration
Polytechnic University of the Philippines

What is Job Analysis?

Job analysis is the process of gathering and analyzing information about the content and

the human requirements of jobs, as well as, the context in which jobs are performed. This

process is used to determine placement of jobs.

What is Job Analysis in Human Resource Management?

Job analysis in human resource management (HRM) refers to the process of identifying

and determining the duties, responsibilities, and specifications of a given job. It encompasses the

collection of data required to put together a job description that will attract the right person to fill

in the role.

What are the three (3) Job Analysis Methods?

1. Interview

With this job analysis method, job analysts conduct interviews with

incumbents to collect information about their tasks and how they are coping with

them. Interviews can be structured and unstructured depending on your corporate

culture.

2. Questionnaires

As the name suggests, the questionnaire job analysis method requires

employees, supervisors, and managers to fill out forms, namely questionnaires.

It’s one of the most widely used job analysis methods because it’s inexpensive to
create and easy to distribute to numerous individuals at a faster rate.

Questionnaires can have different question forms, such as open-ended questions,

multiple choice, checklists or a mix of all of them.

Questionnaires used for job analysis collect data about all aspects that

influence how a job is completed, including both internal and external factors.

These are the most common areas that questionnaires focus on:

 Knowledge, skills, experience, and qualifications

 Duties performed daily

 Duties performed less frequently

 Equipment and materials used for duties

 Time spent on different job duties

 Physical and emotional input

 Level of job satisfaction

 Salary and compensation

 Work conditions

 Additional comments

Although questionnaires help begin the job analysis process, they are not enough to

collect data that is both reliable and useful. They merely scratch the surface of job analysis. In

fact, questionnaires do have several disadvantages, such as question misinterpretation, high non-

response rates and inaccurate information given by participants. And inaccurate data is the

complete opposite of what job analysts aim for.


Going back to the scientific example; Questionnaires create that larger sample size but do

so in a way that is less authentic and, therefore, less impactful.

3. Observation

The observation method enables job analysts to observe employees in their daily routines.

The information collected through observation is extremely useful and reliable since it’s via first-

hand knowledge. Observation is the only job analysis method that allows the job analyst or HR

professional to directly obtain the data, whereas other job analysis methods collect data indirectly

and in an orchestrated environment.

When using this particular method, a job analyst observes an employee and records what

they do and do not do. This helps job analysts and HR professionals reach a more reliable

conclusion. However, even the observation method comes with flaws. Some of the disadvantages

of using the observation job analysis method include:

 Distortion of information if an employee is aware of the observation.

 Awareness may affect the work output during the observation.

 Not all job duties and reactions can be observed in the set time frame.

 Higher managerial and executive roles may be difficult to observe fully.

So, in other words, this process allows the analyst to create a wide-reaching sample pool

while also understanding the factors at work when observing employees. It stands to reason that

an employee will work harder when they know they are being analyzed - though it still gives the

analyst a good framework to judge how well the role is being performed.

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