Job Analysis Methods

HUMAN RESOURCE MANAGEMENT ASSIGNMENT 1 expatiate OF orderS OF GETTING INFORMATION FOR JOB ANALYSIS Job analysis may be defined as a regularityical process of collection instruction on the functionally relevant aspects of a duty. It involves line of work explanation (determining the duties and skill requirements of a line of credit) and job specification (determining the kind of person who should be hired for the job). The rules of Job Analysis be as follows 1. INTERVIEW METHOD This tool is considered to be very useful to the analysis of jobs.It is a regularity to collect a variety of information from an incumbent and supervisors by communicate them (individually or as a group) to constitute the tasks and duties performed. The benefits are that it allows the incumbent to describe tasks and duties that are not observable. However, they may exaggerate or omit tasks and duties. leash types ofinterviewsare used to collectjob analysisdata * idiosyncraticinterviewswith from each oneemployee. * Groupinterviewswith groups of employees having the same job, and *Interviewsupervisor who are learned roughly the jobbeing analyzed.Interviews consist of structured Interviews and unstructured interviews. 2. QUESTIONNAIRE METHODS at that place are many techniques, one of them which is 3. POSITION ANALYSIS QUESTIONNAIRE (PAQ MODEL) This model real by McCormick, Jeanerette, and Mecham (1972) is a structured instrument of job analysis to flier job characteristics and then associate them with human characteristics. It consists of 195 job elements that describe generic wine human behaviors during work activities. It includes 1. Information input (where and how the worker gets information), 2.Mental processes (reasoning and other processes that workers use), 3. make output ( somatogenetic activities and tools used on the job), 4. Relationships with other persons, and 5. Job context (the physical and social contexts of work). Over the years it has been observed that there exists a wealthiness of research on the PAQ since it has yielded reasonably good reliability estimates and has been linked to several(prenominal) assessment tools. 4. OBSERVATION In this method incumbents are observed execute their jobs which enables the trained job analyst to obtain first-hand knowledge and information near the job being analyzed.This method is suited for jobs in which the work behaviors are 1) observable or 2) job tasks are short in era or 3) jobs in which the job analyst bed learn information most the job through observation. With observation, the trained job analyst can obtain first-hand knowledge and information about the job being analyzed. It allows the job analyst to see the work environment, tools and equipment used, interrelationships with other workers, and complexity of the job. 5.CRITICAL INCIDENT technique (CIT model) This method applied to discover behaviors towards working which can help split performance into a good and bounteous level. Theseobservationsare used to work on practical problems and develop psychological principles. The main purposes are buildingjob descriptions, job specification and job standards, creating a list of good and bad behaviors which can then be used forperformance appraisal and exam the effectiveness ofthe jobdescription and job specification. . WORK SAMPLING This method is ameasurement techniqueforthequantitativeanalysis ofnon-repetitiveor irregularly occurring activity. Work sampling operates by an observer taking a series of random observations on a particular thing of interest (machine, run room, dock etc. ) to observe its state (working, idle, sleeping etc. ). When liberal samples are taken, an analysis of the observations yields a statistically valid indication of the states foreach thing analyzed.It is relatively inexpensive to use and extremely helpful in providing a deeper understanding of all types of operations. 7. REPERTORY GRID Therepertory gridiron technique is a method for eliciting personal constructs, i. e. what people think about a given topic. It is based on George KellysPersonal Construct Theory. It is called a grid because one way of doing it is to use a matrix with the people on one side and the quasi(prenominal)ity and parentage poles along another side. The method is as follows Identify a range of 10-20 people who do the job (these are calledelements). * Select three at random. * Select two that come out more similar in some way. * Identify what it is about them that is similar (this is thesimilarity pole). * Identify what is different about the other person (this is thecontrast pole). * Repeat this until you have about 20 contrasts. * Thin this down to about 10 by combining similar contrasts. The remaining contrasts should give a good idea of the factors that make up the job.