The Disadvantages of Job Analysis

The previous posting talked about the advantages of job analysis, now let’s discuss the disadvantages of job analysis:

1.            Subjective matters: it is a challenging job for a job analyst to avoid personal biasness when observing a target employee. The feelings of likes and dislikes may interfere with the job analyst when collecting genuine and accurate data.

2.            Lengthy projects: the most frustrating part when a job analyst doing his job is this requires lots of time: this is time consuming to collect the data needed.

3.            Require lots of human efforts: with so many people involved, there’s no wonder that doing job analysis is quite troublesome. The process involves lots of human efforts.

4.            Source of Data is Extremely Small: Because of small sample size, the source of collecting data is extremely small. Therefore, information collected from few individuals needs to be standardized.

5.       Unqualified Job Analyst: the skilled and qualified job analyst is a must. He/she needs to master the appropriate skills to conduct the process. Training for a job analyst has to be completed in order to get authentic data.

6.          Mental Abilities Cannot be Directly Observed: Last but not the least, mental abilities such as intellect, emotional characteristics, knowledge, aptitude, psychic and endurance are intangible things that cannot be observed or measured directly. People act differently in different situations. Therefore, general standards cannot be set for mental abilities.

Though job analysis also has disadvantages, the advantages prove to be superior to the advantages. It is also a fact that job analysis is beneficial to the success of an organization.