Functional Job Analysis (FJA) 6. 1. In order to get the true job-related info, management should effectively communicate it to the staff that data collected will be used for their own good. Though there are several methods of collecting job analysis information yet choosing the one or a combination of more than one method depends upon the needs and requirements of organization and the objectives of the job analysis process. The various methods of job analysis are as follows: Three methods of Job Analysis are based on observation. Job analyst gets thorough idea regarding the jobs employees perform. However, this method is particularly useful for high-level managerial jobs. Through well designed and effective interview job analyst may come to know some new area of activities / behaviour which may help him to arrive at some conclusion. Interviews are time consuming and training is needed. Some questions are difficult to analyse. iii. viii. Respondents may not be 100 percent truthful with their answers. The job analyst goes through the records and notes the relevant aspects of job details. So job performance information becomes correct and accurate. Interview Method: It involves discussions between job analysis and job occupants or experts. Quantitative Analysis: In the quantitative analysis the data is analyzed through statistical means. Under this method the worker is required to check the task that he performs from a long list of possible task statements. But this method is incomplete, because it does not give the desirable data on supervisor relationship, equipment used and the working conditions. The job analyst administers a structured questionnaire to employees who then identify the tasks they perform in accomplishing the job. The implications for job analysis basically requires all section, promotion, and compensation decisions are based on job criteria or subject standards. Similar examinations being performed on other individuals doing the same work, and the results obtained are compared. Records – Job analyst collects the information from the record of the facts regarding job and job holders maintained by the personnel department. Job analysis data from individual and group interviews with employees are often supplemented by information from supervisors of employees whose jobs are to be analysed. I agree with Deborah that it's not a matter of preference. Job analysis also helps management in evaluating the relative worth of each job, which would be one of the basic inputs in designing the compensation system. 13. The analyst initiates discussion which provides details about the job. Job inventories can either be Task/Job Oriented or Qualifications/Worker oriented. v. Watching of the materials, tools used to perform job. They are easily administered to large groups and are easy to tabulate. are often asked in quantitative studies. The question may be like ‘state the major duties you perform’. However, it generally produces a good and complete job description. Vice versa, qualitative methods can also be used to obtain the type of quantitative data. It examines three fundamental components of ‘data, people, and things’. This helps job analysts and HR professionals reach a more reliable conclusion. This style is somehow similar to the method of critical incident technique. Under this method, a group of representative job incumbents are selected for extensive interview usually outside of the actual job situation. v. Most survey and questionnaire providers are quantitative in nature and allow an easy analysis of results. The materials and equipment used, the working conditions and probable hazards, and an understanding of what the work involves are facts which should be known by an analyst. It is very important to ensure them that it won’t be used against them in anyway. Under this method job related questions are prepared and employees are asked to reply to the questions. Jobs to be Done (also known as JTBD or Jobs-to-be-Done) emphasizes deliberate, thorough qualitative research to understand a consumer’s true priorities. i. The Office of Research Integrity (ORI) oversees and directs Public Health Service (PHS) research integrity activities on behalf of the Secretary of Health and Human Services with the exception of the regulatory research integrity activities of the Food and Drug Administration. When it comes to deriving insights from your quantitative data, there’s a whole host of techniques at your disposal. Individual interviews with individual employee. When using this particular method, a job analyst observes an employee and records what they do and do not do. The job analyst contacts the workers and the supervisors concerned and asks questions regarding the various jobs performed by them for collecting the relevant information. They ask questions and collect information, and based on this information, and job analysis is prepared. In short, job analysis is a recording of all the activities involved in a job and the skill and knowledge requirements of the performer of the job. Maintaining logs are time consuming and costly. A comparison of the job specifications arrived at, at the end of a job analysis, with the existing competencies of an employee, helps in identifying his training needs. This method is not appreciated and it is defective and ineffective. Typically, all the methods focus on collecting the basic job-related information but when used in combination may bring out the hidden or overlooked information and prove to be great tools for creating a perfect job-candidate fit. The questionnaire asks the job holder to supply the several types of information sought in job analysis. This method is used frequently for government jobs. The employee may not remember the job activities at the end of work shift when he records in the diary. However, the shortcoming of the method is that it does not provide an integrated picture of the entire task. For example, if you take toothpaste, the components in it can be particles (to polish the teeth), foaming agents (to produce foam and dissolve fatty matter), a flavoring agent (to impart good odor), sweetening agent, … Study of responsibilities shouldered by the employee, iv. This method is less time consuming and economical to use but framing the questionnaires are not an easy tasks. When it comes to conducting research and data analysis, you’ll work with two types of data: quantitative and qualitative. Job analyst may get complete information at a short time from the employees, as they use this platform to elicit their difficulties, hardship etc. Quantitative vs. qualitative data: Methods of analysis; What are the advantages and disadvantages of quantitative vs. qualitative data? In case of structured questionnaire a long list of possible task items is designed and sent to employees with the request to indicate whether or not they perform the tasks as mentioned in the questionnaire and if so, how much time is taken to perform each task? Some of the most common (and useful) methods of quantitative data analysis include: Regression analysis: This is used to estimate … One consideration is who is to conduct the job analysis.Most frequently, a member of the HR staff coordinates this effort. The interview of the candidates or interviewees may be carried out either individually or in a group to save time. The job analyst gets an actual feel of job as well as the physical, environmental and social demands of the job. In this method the employees are selected and intensively and extensively interviewed to know more about every aspect of their job such as the problem and inconvenience they face while performing the job, desirable qualification, tech-know-how, training required, etc. This provides some standard of judgement in future recruitments for the same job. 2. While there are many positives to questionnaires, dishonesty can be an issue. It is a tedious exercise collecting information to determine job elements, aptitudes and attitudes of an individual for a successful job performance. Hence, this method is, best suited to clerical workers. Critical Incident Method and 19. It is good method used widely for data collection. While checklists are easy for the incumbent to respond to, they do not provide an integrated picture of the job in question. 2. Qualitative performance evaluations focus on the qualities of job performance that can be observed but not measured, such as communication skills or teamwork. The supervisor is supposed to discuss any errors in the employee’s response with him make corrections and then questionnaire is given to the job analyst. Regression analysis is a common technique that is not only employed by business owners but also by statisticians and economists. ii. Examining Manuals/Reference Materials Method: The job incumbents are given a diary and asked to write a brief account of their job activities they performed at the end of every day. This method though too expensive and time-consuming helps in getting a complete scenario of the job. Before publishing your Articles on this site, please read the following pages: 1. Primary quantitative research method can be further categorized into 4 process flow these are. and how often? Equipment Operation 5. Interview – Job analyst contacts the workers and the supervisor concerned and asks questions regarding various jobs … This method is particularly desirable where manual operations are prominent and where the work cycle is short. Interview results are difficult to analyse. While on the job-floor, during the course of performing the job, the employees are video graphed. This method yields results if supervisors are effective, competent, experienced and have a great depth of knowledge on subordinates’ job. Job analysis plays a key role in designing and managing the performance appraisal system in an organisation. The number of such instances can be as many as the supervisor can recall. Its questionnaire consists of 15 sections including 274 items. Such instances can be both of good and bad on-the-job behaviour. Share Your PPT File, Methods of Job Analysis: Interview Method, Questionnaire Method, Conference Method, Group Interview Method and Few Others, Job Analysis Methods – Top 8 Methods: Observation Method, Interview Method, Daily Method, Conference Method, Questionnaire Method and a Few Others, In this method the job analyst actually performs the job in question and thus receives 1, Job Analysis Methods – Survey Method, Interview Method, Observation Method, Record Method, Job Psychographic Method, Job Analysis by Test and a Few Others. iv. 2. Key takeaways Without further ado, let’s jump in. Content Guidelines 2. Functional Job Analysis – This method tries to examine the fundamental components of ‘data, people and things.’, Production and Operation Management Notes. Job Analysis Methods In HRM ... 4–21 Quantitative Job Analysis TechniquesQuantitative Job Analysis Techniques Position Analysis Questionnaire Functional Job Analysis Quantitative Job Analysis The U.S. Department of Labor (DOL) Procedures 1. It is a time consuming task. Under this method job analyst gathers information relating to job of employees through experienced and knowledgeable supervisors. The experts share their expertise and interact with employee participants to gather information about the jobs they perform. The another method of collecting information for job analysis is through study and observation of the job people do. Selection of areas, subject matter over which questions will be asked to supervisors, ii. For instance, in analysing clerical and administrative jobs, the analyst might use questionnaire supported by interviews and limited observation. Job analysis, is the process of determining and recording all the pertinent information about a specific job, including the tasks involved, the knowledge and skill set required to perform the job, the responsibilities attached to the job and the abilities required to perform the job successfully. ii. Everything you need to know about the job analysis methods. They prepare a very accurate list in which the various mental qualities required for the job are properly and reliably classified. 2004 - The Federal Highway Administration (FHWA): In 2000, FHWA sent a description of a concept 354 Youcef J .-T . (b) The mathematical ability required to perform the job. This method is a prime method used by the job analyst for data collection. The determination of job tasks, the concomitant skills and abilities necessary for successful performance, and the responsibilities inherent in the job can be obtained through the following methods-. (iii) Direct examination or analysis by trained examiners. In this method, the questionnaire is prepared by the job analyst and distributed among the workers. Source: Crayon. This form of job analysis is an activity that determines certain capacities which are characteristics of high levels of performance in a certain job. (ii) Management Position Description Questionnaire (MPDQ): It is a standardised instrument which is specifically designed for the use in the analysis of managerial jobs. Following quantitative methods are used in job evaluation: ADVERTISEMENTS: (a) Point systems (b) Factor Comparison Method . As originally developed this method involves ranking of jobs in respect of certain factors and usually involves the assigning of money wages to the job depending upon the ranking. Human Resource Management, Employees, Job Analysis, Methods, Job Analysis Methods. It is a cost and time consuming method but it facilities collection of too much of information at the end in which most of them may not be pertaining to the job activities. Under this method, the supervisor is asked to give instances of on-the-job behaviours of people which he considers to be important. These types of jobs require a high degree of skill and strong mathematical skills. Questionnaires cover all aspects of a topic. After completion, the questionnaire are handed over to supervisors. They are asked to recapitu­late and describe the past incidents related to their jobs. This method yields reliable results as the data are collected through direct observation. 2. v. A survey or questionnaire cannot fully capture emotional responses or the feelings of the respondents. Therefore, the process may involve personal likes and dislikes and may not produce genuine results. Such a study of speed and time helps in job analysis and classification of the workers. The respondents are asked to put a tick mark against their choice or rate every item given therein. Participants in your survey may have an interest the product, idea or service. And to avoid errors, it is always good to interview more than one individual to get a pool of responses. It is better to use more than one method of job analysis to make it more effective. This … Critical Incidents – In this method, job holders are asked to describe incidents concerning the job on the basis of their past experience. Job Psychographic Method 11. The analysis involves compiling a detailed description of tasks, determining the relationship of the job to technology and to other jobs and examining the knowledge, qualifications or employment standards, accountabilities and other incumbent requirements. 2.1.1 Techniques and Types of studies . Fluorimetry is based on the ability of a sample to absorb and re-emit light of a certain wavelength. Personal interviews may be held by the employees and answers to the relevant questions may be recorded. In the test method, some reliable and valid tests are performed on the basis of essential qualities and abilities; the candidates are tested for selection and suitability on the basis of these tests. These are- Direct Observation; Work Method Analysis, including time and motion studies and micro-motion analysis; and critical incident method. (vii) An average job holder should be selected for interview. In analysing jobs, the analysts use manuals/or materials of reference including quality manual, human resource manual, procedures, instruction, forms, job description. The idea of issuing questionnaires is to elicit the necessary information from the job holders so that any error may first be discussed with the employee and after due corrections may be submitted to the job analyst. This method is effective for job analysis when jobs are very simple and are easy to perform. Respondents may also have trouble grasping the meaning of some questions that may seem clear to the creator. But it is often a very time consuming the reason is questionnaires are sent by mail. Reference Materials Method 18. When using questionnaires, there is a chance that some questions will be ignored. For collecting information from the interviewee questions like: Questions are structured in such a way that the interviewee supplies all information about the job activities performed by him, as also characteristics of the job to the job analyst. Sometimes, group dynamics may hinder its effectiveness. This website includes study notes, research papers, essays, articles and other allied information submitted by visitors like YOU. This tool is of great usefulness in analyzing jobs based on Subject Matter Experts (SMEs). Job information is collected through interview. In this method, an employee is interviewed so that he or she comes up with their own working styles, problems faced by them, use of particular skills and techniques while performing their job and insecurities and fears about their careers. This is one of the methods of collecting information for job analysis. Data 2. The job incumbents are given a diary and asked to write a brief account of their job activities they performed at the end of every day. (d) The extent to which judgement and reasoning are required to perform the job. Job analysis provides the necessary inputs for a number of HR activities like recruitment, selection, job design, estimating job worth, training, and appraisal. This allows you to test various hypotheses and to predict future outcomes based on probability theory. Conference of Experts 15. Combination of methods can ensure high accuracy at minimum costs. The work and repair records which are maintained in the human resources department of the organization are used for job analysis. What is the difference between quantitative and qualitative data? Job analysis is a process that consumes more time. In this method, the respondents have to respond on the importance of each item to the position. While training employees for a particular position, the parameters on which the employees need to be trained can be obtained from job analysis. It involves quantitative and analytical approach to the measurement of job value. A number of methods are used to collect information about jobs. The various methods of job analysis are as follows:-, 1. It provides a quantitative score of each as a function of its complexity in relationship with people, data, and things. Though there are several methods of collecting job analysis information yet choosing the one or a combination of more than one method depends upon the needs and requirements of organization and the objectives of the job analysis process. Group interviews with individual supervisor or group of supervisors are asked during interview. This method is very much popular to gather information concerning job related duties and responsibilities of employees. The interaction with the members during the interview adds insight and details that the analyst might not get from individual job holders. Under the interview method questions are asked and replies are recorded for analysis. Group Interview Method. ii. iii. For example, I ask in depth about the income of farmers in rural areas. In this method a questionnaire is prepared which consist of questions/statements pertaining to job and the employees. Qualitative Analysis: Qualitative Analysis is used when the researcher wishes to analyze data that are subjective and not numerical. iv. Under this method, the job analyst actually performs the job himself. With the increase in number of jobs, the system becomes difficult to implement. Individual Psychographic Method 10. This method can be used only for jobs where skill requirements are low and can therefore, be learnt quickly and easily. The structured questionnaire must cover all job related aspects such as tasks and behaviours. The PAQ is filled by the job analyst. The various methods of collecting job analysis information are as under: Usually this method is used to gather information about jobs through a mail survey. These activities depends on job analysis and its end products for their own functioning. This method is simple to use as it does not need extra skill, ability to record information. 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