METHODS OF JOB ANALYSIS
Job analysis methods can be categorized into four basic types: (1) observation methods; (2) interview techniques; (3) questionnaires, including job inventories or checklists. This section describes and discusses these methods.
Observation Methods
Observation of work activities and worker behaviors is a method of job analysis which can be used independently or in combination with other methods of job analysis. Three methods of job analysis based on observation are: (1) direct observation; (2) work methods analysis, including time and motion study and micro-motion analysis; and (3) the critical incident technique. Though they employ the same method, these methods differ in terms of who does the observing, what is observed, and how it is observed.
Direct observation. Using direct observation, a person conducting the analysis simply observes employees in the performance of their duties, recording observations as they are made. The observer either takes general notes or works from a form which has structured categories for comment. Everything is observed: what the worker accomplishes, what equipment is used, what the work environment is like, and any other factors relevant to the job.
Direct observation methods have certain natural limitations for job analysis purposes. First, they cannot capture the mental aspects of jobs, such as decision making or planning, since mental processes are not observable. Second, observation methods can provide little information relating to personal requirements for various jobs because this kind of information is also not readily observable. Thus, observation methods provide little information on which to base job specifications.
Work methods analysis. A sophisticated observation method, work methods analysis is used to describe manual and repetitive production jobs, such as factory or assembly-line jobs. These methods are used by industrial engineers to determine standard rates of production which are used to set pay rates. Two types of work methods analysis are time and motion study and micro-motion analysis. In time and motion studies, an industrial engineer observes and records each activity of a worker, using a stopwatch to note the time it takes to perform separate elements of the job. Micro-motion analysis uses a movie camera to record worker activities. Films are analyzed to discover acceptable ways of accomplishing tasks and to set standards relating to how long certain tasks should take. Such data are especially useful for developing training programs and setting pay rates.
Critical incident technique. The critical incident technique involves observation and recording of examples of particularly effective or ineffective behaviors. Behaviors are judged to be "effective" or "ineffective" in terms of results produced by the behavior.
The following information should be recorded for each "critical incident" of behavior: (1) what led up to the incident and the situation in which it occurred; (2) exactly what the employee did that was particularly effective or ineffective; (3) the perceived consequences or results of the behavior; and (4) a judgment as to the degree of control an employee had over the results his or her behavior produced (to what degree should the employee be held responsible for what resulted?).
The critical incident method differs from direct observation and work methods analysis in that observations of behavior are not recorded as the behavior occurs, but only after the behavior has been judged to be either particularly effective or ineffective in terms of results produced. This means that a person using the critical incident method must describe a behavior in retrospect, or after the fact, rather than as the activity unfolds. Accurate recording of past observations is more difficult than recording the behaviors as they occur.
From India, Delhi
4Job analysis methods can be categorized into four basic types: (1) observation methods; (2) interview techniques; (3) questionnaires, including job inventories or checklists. This section describes and discusses these methods.
Observation Methods
Observation of work activities and worker behaviors is a method of job analysis which can be used independently or in combination with other methods of job analysis. Three methods of job analysis based on observation are: (1) direct observation; (2) work methods analysis, including time and motion study and micro-motion analysis; and (3) the critical incident technique. Though they employ the same method, these methods differ in terms of who does the observing, what is observed, and how it is observed.
Direct observation. Using direct observation, a person conducting the analysis simply observes employees in the performance of their duties, recording observations as they are made. The observer either takes general notes or works from a form which has structured categories for comment. Everything is observed: what the worker accomplishes, what equipment is used, what the work environment is like, and any other factors relevant to the job.
Direct observation methods have certain natural limitations for job analysis purposes. First, they cannot capture the mental aspects of jobs, such as decision making or planning, since mental processes are not observable. Second, observation methods can provide little information relating to personal requirements for various jobs because this kind of information is also not readily observable. Thus, observation methods provide little information on which to base job specifications.
Work methods analysis. A sophisticated observation method, work methods analysis is used to describe manual and repetitive production jobs, such as factory or assembly-line jobs. These methods are used by industrial engineers to determine standard rates of production which are used to set pay rates. Two types of work methods analysis are time and motion study and micro-motion analysis. In time and motion studies, an industrial engineer observes and records each activity of a worker, using a stopwatch to note the time it takes to perform separate elements of the job. Micro-motion analysis uses a movie camera to record worker activities. Films are analyzed to discover acceptable ways of accomplishing tasks and to set standards relating to how long certain tasks should take. Such data are especially useful for developing training programs and setting pay rates.
Critical incident technique. The critical incident technique involves observation and recording of examples of particularly effective or ineffective behaviors. Behaviors are judged to be "effective" or "ineffective" in terms of results produced by the behavior.
The following information should be recorded for each "critical incident" of behavior: (1) what led up to the incident and the situation in which it occurred; (2) exactly what the employee did that was particularly effective or ineffective; (3) the perceived consequences or results of the behavior; and (4) a judgment as to the degree of control an employee had over the results his or her behavior produced (to what degree should the employee be held responsible for what resulted?).
The critical incident method differs from direct observation and work methods analysis in that observations of behavior are not recorded as the behavior occurs, but only after the behavior has been judged to be either particularly effective or ineffective in terms of results produced. This means that a person using the critical incident method must describe a behavior in retrospect, or after the fact, rather than as the activity unfolds. Accurate recording of past observations is more difficult than recording the behaviors as they occur.
From India, Delhi
1. Direct observation
2. Work methods analysis
3. Critical incident technique (CIT model).
4. INTERVIEW METHOD
5. Position Analysis Questionnaire (PAQ model)
6. Functional job analysis (FJA model)
7. Work Profiling System (WPS model)
8. MOSAIC model
9. Common Metric Questionnaire (CMQ model)
10. Fleishman Job Analysis System (FJAS model)
11. Task Inventory
12. Job element method
13. Diary method
14. Checklists and rating scales
15. Competency profiling
16. Examining Manuals/reference materials
17. Technical conference
Traits Analysis System (TTAS model)
Source: <link outdated-removed> ( Search On Cite | Search On Google )
rgs
From Vietnam, Bac Giang
2. Work methods analysis
3. Critical incident technique (CIT model).
4. INTERVIEW METHOD
5. Position Analysis Questionnaire (PAQ model)
6. Functional job analysis (FJA model)
7. Work Profiling System (WPS model)
8. MOSAIC model
9. Common Metric Questionnaire (CMQ model)
10. Fleishman Job Analysis System (FJAS model)
11. Task Inventory
12. Job element method
13. Diary method
14. Checklists and rating scales
15. Competency profiling
16. Examining Manuals/reference materials
17. Technical conference
Traits Analysis System (TTAS model)
Source: <link outdated-removed> ( Search On Cite | Search On Google )
rgs
From Vietnam, Bac Giang
It is greater information about job analysis. However, the job analysis is related to job satisfaction. So, in the project there should be a topic about job satisfaction also along with job analysis. I got a topic about job satisfaction and job analysis both: Job Satisfaction Project
From India, Delhi
From India, Delhi
Dear friend, Please let me know who is the right person to conduct job analysis? whether HR or technical head
From India, Tiruppur
From India, Tiruppur
Hi
You can see same topic at the side bar of this site. You can find out some thing same your questions.
Apart from that, you also ref more information at: Job analysis Books
I sent some good materials to Tommy, pls read mail and give
feedback
From Vietnam, Hanoi
You can see same topic at the side bar of this site. You can find out some thing same your questions.
Apart from that, you also ref more information at: Job analysis Books
I sent some good materials to Tommy, pls read mail and give
feedback
From Vietnam, Hanoi
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