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Method of Collecting Job Data

This document outlines and compares 7 methods for collecting job data: job performance, personal observation, interview, questionnaire, checklist, critical incidents, and log records/diary methods. Each method is described in 1-2 sentences. The merits and demerits of each method are also listed. The methods vary in their level of structure, ability to gather accurate information, cost, and suitability for different size organizations. Direct observation methods provide the most accurate data but are also the most time-consuming.

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443 views9 pages

Method of Collecting Job Data

This document outlines and compares 7 methods for collecting job data: job performance, personal observation, interview, questionnaire, checklist, critical incidents, and log records/diary methods. Each method is described in 1-2 sentences. The merits and demerits of each method are also listed. The methods vary in their level of structure, ability to gather accurate information, cost, and suitability for different size organizations. Direct observation methods provide the most accurate data but are also the most time-consuming.

Uploaded by

mebinscorpion
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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ROLL NO: 38

Method of collecting Job data


Methods of collecting job data
JOB DATA
Job Performance Method
Personal Observation Method
Interview Method
Questionnaire Method
Checklist Method
Critical Incidents Method
Log Records or Diary Methods
JOB PERFORMANCE METHOD
It is a data collection performed by a job analyst.
Conducts a job under study.
Direct and practical in nature.
MERITS
Simple and easy to use.
It can be learned quickly and easily.
DEMERITS
Time consuming.

PERSONAL OBSERVATION
METHOD
In this method, job analyst directly and minutely
observers the workers and records his work.
The information in this method is recorded in a standard
format.
MERITS
Information collected is correct and reliable.
Using of observation method with other methods of job
analysis.
DEMERITS
Can only be effective if the analyst is skilled, sincere and
properly trained.
Time consuming.
INTERVIEW METHOD
Analyst personally interviews the employees,
supervises and records answers to relevant
questions.
Structured interview format.
MERITS
This method is suitable and widely used.
It involves direct talk to the job holders.
DEMERITS
Costly method of data collection.
Possibility of collection of inaccurate information.
QUESTIONNAIRE METHOD
Properly drafted questionnaire is sent out to workers.
The questionnaire is later analyzed by supervisor.
The data collected is later discussed with the job
holders in which they give their ratings.
MERITS
The data collected can be quantified and processed
accurately.
It allows the job holders to participate and express
their views
DEMERITS
It cannot be depended upon.
CHECKLIST METHOD
Similar to questionnaire.
This questionnaire contains Yes or No options.
It may cover around 100 activities and the workers
can choose those involved in their work.
It is a challenging job.
MERITS
It is used in large establishments.
Brings speed and accuracy in tabulation work.
DEMERITS
Lengthy and costly.
Not suitable for small establishments.
Critical incidents methods
Describing incidents relating to the job on the
bases of past experience.
The incidents collected are later analysed and
classified according to the job.
Merits
Fairly clear picture of actual job requirements is
available.
Demerits
Lengthy and time consuming.
High degree of skills is required to analyze the
contents of description given by workers.


Log records/Diary method
In this method , a small diary or log book is
given/issued to each job holder.
The job holder has to record his duties performed
on daily basis.
The record maintained provides information about
the job and this facilitates job analysis.
Merits
This method is useful for jobs that are difficult to
observe.{eg: engineers , and senior managers}
Dmerits
It provides incomplete data as info about working
conditions , supervisory relationship is not
available from the log book.

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