Introduction to Job Analysis Methods

The success of conducting job analysis to collect the required data depends on how well we apply the methods. There are numbers of job analysis methods and the typical one is to ask the incumbent a simple questionnaire to identify job duties, tasks, scopes, responsibilities, equipments used, work relationships, and work environment. The completed questionnaire would then be used to assist the Job Analyst who would then conduct an interview of the incumbent(s). A draft of the identified job duties, responsibilities, equipment, relationships, and work environment would be reviewed with the supervisor for accuracy. The Job Analyst would then prepare a job description and/or job specifications.

Is questionnaire the only method to conduct job analysis? The answer is no. Some methods are commonly used however choosing one method or combinations of methods depends upon the objectives of the job analyses process and last but not least it also depends on the organization, namely the size and the types of business.

 The decision whether to use one method or combination of methods may produce different results. Generally using one method will focus on collecting the basic job-related information however using combinations of methods may bring out the hidden or overlooked information.   

Choosing the suitable method(s) depends on the types and the structure of organization, its hierarchical levels, nature of job and responsibilities and duties involved in it. So, before executing any method, all advantages and disadvantages should be analyzed because the data collected through this process serves a great deal and helps organizations cope with current market trends, organizational changes, high attrition rate and many other day-to-day problems.

Followings are the methods commonly used when conducting job analysis:

1. Observation method;
2. Interview method;
3. And questionnaire method.

Take a look at the other postings on each method to know more how it is applied.