Job analysis data collection methods, small presentation

1. PRESENTATION ON
“JOB ANALYSIS DATA COLLECTION
METHODS”
_Haamed Ahmed A

2. Meaning of JOB ANALYSIS
Job analysis is the process of studying
and collecting information related to
operations and responsibilities of a
specific job.

3. Methods of JOB ANALYSIS DATA
COLLLECTION
• Observation
• Interview
• Questionnaire
• Participant dairy
• Previous Studies

4. Observation Method
 Observing and
noting the physical
activities of
employees as they go
about their jobs.
• Advantages
– Provides first-hand
information.
– Reduces distortion of
information.
• Disadvantages
– Time consuming.
– Difficulty in capturing
entire job cycle.
– Of little use if job
involves a high level of
mental activity.

5. Interview Method
• Advantages
– Quick, direct way to find
overlooked information.
• Disadvantages
– Distorted information.
 interaction between
the interviewer and
interviewee, it may be
Individual employees,
Groups of employees,
or the Supervisors with
knowledge of the job.
Interview formats
• Structured (Checklist)
•Unstructured.

6. Questionnaire Method
In this the employees
have to fill out
questionnaires to
describe their job-
related duties and
responsibilities.
• Questionnaire formats
– Structured checklists.
– Opened-ended
questions .
• Advantages
– Quick and efficient way
to gather information
from large numbers of
employees.
• Disadvantages
– Expense and time
consumed in preparing
and testing the
questionnaire.

7.  Workers keep a
chronological diary/ log
of what they do and the
time spent in each
activity.
• Advantages
– Produces a more
complete picture of the
job
– Employee participation.
• Disadvantages
– Distortion of information
– Depends upon
employees to accurately
recall their activities.
Participant Diary/Logs

8. Previous Studies
 The analyst keeps the
record of the past
employees and keeps
the experiences and
issues related to job
analysis process of the
organization.
• Advantages
- Easy to use this method.
- Helps to find out whether
it is beneficial or not.
• Disadvantages
- Wrong assessment of
previous post
- Bad performance of
previous employee.