METHODS FOR COLLECTING JOB ANALYSIS DATA
A number
of methods have been used to collect job analysis information. Each method has
certain advantages, disadvantages, and points of emphasis that must be kept in
mind. None of them, however, is perfect and usually a combination of several
methods is used.
1. Conduct a Conference of Expert: Using this method, supervisor, staff specialist and
technician having considerable knowledge and experience about the job are
interviewed by the analyst. The discussion with the experts adds insight.
Various viewpoint of the job are obtained. It is a good-gathering method. But
it overlook the job holders’ perceptions about what they do on their job.
2. Interview: Face-to-Face
interviews are an effective way to collect job information. Here the analyst
personally interviews the employee, or his supervisor or other concerned
persons and records answer to relevant questions. A standard format is used to
record the data. The interviewer may use standardized interview schedule.
3. Personal Meeting/ Observation: Here the analyst directly observes, without getting
directly involved in the job, the worker or a group tasks, activities, are
performed. This method is suitable for jobs that involve manual, standardized,
and short job cycle activities. Jobs like those of draftsman, weaver, mechanic
are example of these.
4. Performance of The Job: Under this method, the job analyst actually performs the
job under study to get first-hand experience of the actual tasks, and physical
and social demands of the job. This method can be used only for jobs where
skill requirement low and can be learnt quickly and easily.
5. Logbook for Employee: In this method, a diary or logbook is given to each job
holder. He describe his daily work activities in a diary or log. The record so
maintained can be an accurate and feasible way of collecting job information.
It is not popular method. It is time consuming and provides incomplete data
because information concerning working conditions, equipment, and supervisory
style is not available from the logbook.
6. Describe Past Experience: In this method workers are asked to describe several
incident based on their past experience related to a particular job. The
incidents so collected are analysed and classified according to the job areas
they describe. Thus it is possible to have a clear picture of actual job requirements
and to distinguish between effective and ineffective behavior of the workers
on the job.
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