Job analysis methods, HR Management

Job analysis methods has been conducted in several ways and selection of specific method will be based on the purposes for which the information is to be used (job evaluation, pay increases, development etc.)

There are 5 methods of job analysis:

(a)   Questionnaires: The job analyst administers a structured questionnaire to employees who then identify the tasks they perform in accomplishing the job.

There are two types of questionnaires:

(1) The structured questionnaire uses a standardized list of work activities, called a task inventory which job incumbents or supervisors may identify as related to the job. In addition, the respondent may also identify additional information such as how much time is spent on the task, the amount of supervision required, and/or the expertise required.

(2) The open-ended questionnaire asks the job incumbent to describe the work in his or her own words.

(b)   Observation: The job analyst witnesses the work being performed and records his or her observations. An observer will record what the worker does, how the work is done, and how long it takes. This method is primarily used to gather information on jobs emphasizing on manual skills such as a machine operator.

There are two types of observation:

(1) Continuous observation involves observing a job over a given period of time.

(2) Sampling involves observing several incumbents over random, relatively short periods of time. Observation is a simple and frequently used method of job analysis.

(c)    Interview: An understanding of the job may also be gained through interviewing both the employee and the supervisor. Sometimes more than one worker is interviewed, and the results are aggregated. Another variation is the group interview, where several incumbents are interviewed at the same time. Interview includes structured Interviews, unstructured interview and open - ended questions.

(d)   Employee recording: Job analysis information may be gathered through the employees describing their daily work activities in a diary or log. With this method, the valuable understanding of highly specialized jobs such as recreational therapist maybe be obtained.

(e)   Combination: A combination of the preceding job analysis methods is often used to collect job information. For example, in analyzing and administrative jobs, the analyst might use questionnaires supported by job interviews and limited observation. In studying production jobs, interviews supplemented by extensive work observation may provide the necessary data. 

Posted Date: 2/27/2013 2:17:39 AM | Location : United States







Related Discussions:- Job analysis methods, Assignment Help, Ask Question on Job analysis methods, Get Answer, Expert's Help, Job analysis methods Discussions

Write discussion on Job analysis methods
Your posts are moderated
Related Questions
discuss technological breakthrough has brought radical changes in HRM

Thus a job specification contains information on personnel characteristics that are believed to be necessary for the performance of the job. It is therefore sometimes referred to a

Basic ingredients or guidelines of a disciplinary action: the principal ingredients of a sound disciplinary system are: 1. Responsibility for maintaining discipline: the Respon

Information Received : You must always read the information you receive. After reading through the information you can decide what needs to be read in depth, what can be scanned a

the role of HR in selection process

what are the important principles that have to be observed in the maintenance of discipline

What are the sources of law? Sources of law are as illustrated below: Three main sources are here considered, as: 1. Case law 2. Legislation and 3. European law.

Discuss that technological breakthrough has brought a radical changes in HRM

Case Studies As part of the task, you will need to write an email to your manager outlining an organisational response to the case study, including any changes to work practices t

What is HRM? What is strategic HRM? How are they different? How does a strategic approach to HRM contribute to an organisations ability to respond to changing environmental circums