Methods for

Collecting Job
Analysis
Information
1

The Interview
Information Sources
Individual employees
Groups of employees
Supervisors with
knowledge of the job
Interview Formats
Structured (Checklist)
Unstructured

Advantages
Quick, direct way to
find overlooked
information
Disadvantages
Distorted information
2

Questionnaires
Information Source

Advantages

Have employees fill

Quick and efficient

out questionnaires to

way to gather

describe their job-

information from

related duties and

large numbers of

responsibilities.

employees.

Questionnaire
Formats
Structured check-lists
Open-ended questions

Disadvantages
Expense and time
consumed in
preparing and testing

the questionnaire.

Observation
Information Source
Observing and noting the
physical activities of
employees as they go about
their jobs

Disadvantages
Time consuming
Difficulty in

Advantages

capturing entire job

Provides first-hand

cycle.

information.
Reduces distortion of
information.

Of little use if job

involves a high level
4
of mental activity

Participant
Diary/Logs
Information Source
Workers keep a
chronological diary/ log of
what they do and the time
spent on 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.

Quantitative
Techniques
Quantitative
Techniques
Position
Analysis
Questionnair
e

Dept. of
Labor
Procedure
(DOL)

Functional
Job Analysis

Position Analysis
Questionnaire
A standardized questionnaire containing 194
questions about work behaviours, work conditions,
and job characteristics that apply to a wide variety
of jobs.
Consists of six different divisions:
1. Information input

4. Relationships with

other persons
2. Mental processes
3. Work Output

5. Job context
6. Job related variables 7

Job Design
Job Enlargement
Assigning workers additional same-level activities
Job Rotation
Systematically moving workers from one job to another
Job Enrichment
Redesigning jobs in a way that increases the
opportunities for the workers to experience feelings of
responsibility, achievement, growth and recognition .

Conclusion
Sources Of Data
Job Analyst
Employee
Supervisor

Methods Of
Collecting Data
Interviews
Questionnaire
Observations
Quantitative
Techniques
Participant Diary

Job Description
Job Data

Tasks
Performance
Standards
Responsibiliti
es
Job Context
Duties
Skills
Required
Experience

Tasks
Duties
Responsibilities

HR Functions

Recruitment &
Selection
Compensation Mgmnt
Training &
Development
Performance Appraisal

Job Specification
Skill Requirements
Physical Demands
Knowledge
Requirements