Methods for Collecting Job Analysis Information

• Before actually analyzing the job, keep several things in mind:

  • Make the job analysis a joint effort by a human resources manager, the worker, and the worker’s supervisor.
  • Make sure the questions and the process are both clear to the employees.
  • Use several job analysis methods.
• Interviewing Guidelines

  • Establish rapport with the interviewee
  • Use a structured guide that lists questions and provides space for answers.
  • Make sure you don’t overlook crucial but infrequently performed activities
  • After completing the interview, review the information with the worker’s immediate supervisor and with the interviewee.
• • Some questionnaires are structured checklists
  • Job analysis questionnaire might include several open-ended questions
• • Observation is usually not appropriate when the job entails a lot of mental activity
• • Reactivity — the worker’s changing what he or she normally does because you are watching—is another problem.
• • One approach is to observe the worker on the job during a complete work cycle.
• Participant diary/ logs

  • Allow the employee to entail his/her engaged activities.
• Quantitative Job Analysis Techniques

  • Position Analysis Questionnaire (PAQ) - consist 194 items
• five PAQ basic activities:

  (1) Having Decision-Making/Communication/Social Responsibilities,

  (2) Performing Skilled Activities,

  (3) Being Physically Active,

  (4) Operating Vehicles/Equipment

  (5) Processing Information.
• Electronic Job Analysis Methods

  • It’s a good tool for analysing employee performance for ease of time.
  • Must be clear and elaborated, and needs further physical evaluation if there are supposed questions for the specific employee.