Job Analysis Methods
HUMAN RESOURCE MANAGEMENT ASSIGNMENT 1
DETAILS OF METHODS OF GETTING INFORMATION FOR JOB ANALYSIS
Job analysis may be defined as a methodical process of collecting information on the functionally relevant aspects of a job. It involves job description (determining the duties and skill requirements of a job) and job specification (determining the kind of person who should be hired for the job).
The methods of Job Analysis are as follows:
1. INTERVIEW METHOD
This tool is considered to be very useful to the analysis of jobs. It is a method to collect a variety of information from an incumbent and supervisors by asking them (individually or as a group) to describe the tasks and duties performed.
The benefits are that it allows the incumbent to describe tasks and duties that are not observable. However, they may exaggerate or omit tasks and duties.
Three types of interviews are used to collect job analysis data:
* Individual interviews with each employee.
* Group interviews with groups of employees having the same job, and
* Interview supervisor who are knowledgeable about the job being analyzed.
Interviews consist of structured Interviews and unstructured interviews.
2. QUESTIONNAIRE METHODS
There are many techniques, one of them which is:
3. POSITION ANALYSIS QUESTIONNAIRE (PAQ MODEL)
This model developed by McCormick, Jeanerette, and Mecham (1972) is a structured instrument of job analysis to measure job characteristics and then associate them with human characteristics. It consists of 195 job elements that describe generic human behaviors during work activities. It includes: 1. Information input (where and how the worker gets information), 2. Mental processes (reasoning and other processes that workers use), 3. Work output (physical activities and tools used on the job), 4. Relationships with other persons, and 5. Job context (the physical and social contexts of work).
Over the years it has been observed that there exists a
DETAILS OF METHODS OF GETTING INFORMATION FOR JOB ANALYSIS
Job analysis may be defined as a methodical process of collecting information on the functionally relevant aspects of a job. It involves job description (determining the duties and skill requirements of a job) and job specification (determining the kind of person who should be hired for the job).
The methods of Job Analysis are as follows:
1. INTERVIEW METHOD
This tool is considered to be very useful to the analysis of jobs. It is a method to collect a variety of information from an incumbent and supervisors by asking them (individually or as a group) to describe the tasks and duties performed.
The benefits are that it allows the incumbent to describe tasks and duties that are not observable. However, they may exaggerate or omit tasks and duties.
Three types of interviews are used to collect job analysis data:
* Individual interviews with each employee.
* Group interviews with groups of employees having the same job, and
* Interview supervisor who are knowledgeable about the job being analyzed.
Interviews consist of structured Interviews and unstructured interviews.
2. QUESTIONNAIRE METHODS
There are many techniques, one of them which is:
3. POSITION ANALYSIS QUESTIONNAIRE (PAQ MODEL)
This model developed by McCormick, Jeanerette, and Mecham (1972) is a structured instrument of job analysis to measure job characteristics and then associate them with human characteristics. It consists of 195 job elements that describe generic human behaviors during work activities. It includes: 1. Information input (where and how the worker gets information), 2. Mental processes (reasoning and other processes that workers use), 3. Work output (physical activities and tools used on the job), 4. Relationships with other persons, and 5. Job context (the physical and social contexts of work).
Over the years it has been observed that there exists a