Job Analysis Methods

HUMAN RESOURCE MANAGEMENT designation 1 DETAILS OF METHODS OF GETTING INFORMATION FOR JOB analytic thinking furrow abbreviation may be defined as a methodical process of collecting information on the functionally relevant aspects of a line of products. It involves phone line description (determining the duties and skill requirements of a craft) and crinkle specification (determining the grade of person who should be hired for the job). The methods of credit line Analysis be as follows 1. INTERVIEW METHOD This tool is considered to be very useful to the epitome of jobs.It is a method to collect a variety of information from an incumbent and supervisory programs by asking them (individually or as a group) to describe the tasks and duties performed. The benefits atomic number 18 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 ofinterviewsare used to collectjob analysisda ta *Individualinterviewswith eachemployee. * Groupinterviewswith groups of employees having the same job, and *Interviewsupervisor who are friendshipable about the jobbeing analyzed.Interviews consist of incorporate 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 prole gets information), 2.Mental processes (reasoning and other(a) 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 h as been observed that there exists a wealth of research on the PAQ since it has yielded reasonably good dependableness estimates and has been linked to several assessment tools. 4. OBSERVATION In this method incumbents are observed performing their jobs which enables the trained job analyst to obtain first-hand knowledge and information about the job being analyzed.This method is suited for jobs in which the work behaviors are 1) observable or 2) job tasks are laconic in duration or 3) jobs in which the job analyst skunk learn information about the job through observation. With observation, the trained job analyst potbelly obtain first-hand knowledge and information about the job being analyzed. It allows the job analyst to see the work environment, tools and equipment used, interrelationships with other workers, and complexness of the job. 5.CRITICAL INCIDENT TECHNIQUE (CIT model) This method applied to discover behaviors towards working which can help classify cognitive proc ess into a good and bad level. Theseobservationsare used to solve practical problems and develop psychological principles. The main purposes are buildingjob descriptions, job specification and job standards, creating a nominate of good and bad behaviors which can then be used forperformance appraisal and testing the effectiveness ofthe jobdescription and job specification. . plump SAMPLING This method is ameasurement techniqueforthequantitativeanalysis ofnon-repetitiveorirregularly occurring activity. Work sampling operates by an observer fetching a series of random observations on a particular occasion of interest (machine, operating room, dock etc. ) to observe its state (working, idle, dormancy etc. ). When enough samples are taken, an analysis of the observations yields a statistically sensible indication of the states foreach thing analyzed.It is relatively inexpensive to use and super helpful in providing a deeper understanding of all types of operations. 7. REPERTORY p ower system Therepertory grid technique is a method for eliciting personal constructs, i. e. what lot think about a given topic. It is based on George Kellys personalised Construct Theory. It is called a grid because one way of doing it is to use a intercellular substance with the raft on one side and the similarity and contrast poles along another side. The method is as follows let on a range of 10-20 people who do the job (these are calledelements). * learn three at random. * Select two that seem more similar in some way. * Identify what it is about them that is similar (this is thesimilarity pole). * Identify what is different about the other person (this is thecontrast pole). * Repeat this until you have about 20 contrasts. * swerve this down to about 10 by combining similar contrasts. The stay contrasts should give a good idea of the factors that make up the job.