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5 Methods of Job Analysis

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5 Methods of Job Analysis

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epvuzjbihfrtzvpsuw
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© © All Rights Reserved
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BS English 3rd semester

Methods of job analysis


There are several methods of collecting job related data that are as follows:

➢ Observation method
➢ Interview method
➢ Questionnaire method
➢ Checklist method
➢ Critical incident method
➢ Diaries and Log record
➢ Technical conference method

1. Observation method
• Under this method, data is collected through observing an employee while at work.
• The job analyst carefully records what the worker does, how he/she does, and how much
time is needed for completion of a given task.
• This is the most reliable method of seeking first hand information relating to a job.
• It is good for job that involves physical activity however; it may not be suitable for mental
activities.

2. Interview method
• In this method, the job analyst directly interviews the jobholder through a structured
interview to gain information about the job.
• This method is found suitable particularly for jobs wherein direct observation is not
feasible.
• This method is time consuming and costly.
• There is a possibility of bias on the part of the analyst and the jobholder.
• In short, the effectiveness of this method will depend on the ability of both interviewer and
respondent in asking questions and responding them respectively.

3. Questionnaire method
• In this method, the employee is given a structured questionnaire to fill in, which are then
returned to the supervisors.
• Questionnaire provides comprehensive information about the job.
• When this suitable:
• Firstly, large number of people is doing same kind of job
• Second, jobs are standardized and a structured survey can be created to ask questions
related to the job.
• Problem in this method is, nobody fills it seriously so data may be completely irrelevant.

4. Checklist method
• The checklist method only contains dichotomous questions.
• The jobholder is asked to tick the questions that are related to his/her job.
• Checklist can be prepared based on job information obtained from supervisor and other
people who are familiar to the particular job.
• Like questionnaire method, the checklist is suitable in the large organizations wherein a
large number of workers are assigned one particular job.

5. Critical incident method


• This method is based on the jobholder’s past experiences on the job.
• They are asked to recapitulate and describe the past incidents related to their jobs.
• Yes, the job analyst requires a high degree of skills to analyze the incidents appropriately
described by the jobholders.
• This method is also time consuming and based on the experience.

6. Diaries and Log reports


• In this method, the jobholder is asked to maintain a diary recording in detail the job-related
activities each day.
• If done judiciously, this method provides accurate and comprehensive information about
the job.
• This overcome memory lapses but quite time consuming.

7. Technical conference method


• In this method, a conference is organized for the supervisors who possess extensive
knowledge about the job.
• They deliberate on various aspects of the job. The job analyst obtains job information from
the discussion held among these experts/ supervisors.
• This method consumes less amount of time.
• However, it lacks accuracy and authenticity, as the actual jobholders are not involved in
collecting job information.

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