Page 64 - DLIS003_LIBRARY ADMINISTRATION AND MANAGEMENT

Unit 4: Job Analysis and Evaluation

management function. Therefore, job analysis is considered to be the primary tool of personnel Notes
management.

4.1.3 Methods of Job Analysis

Though there are several methods of collecting job analysis information yet choosing the one or
a combination of more than one method depends upon the needs and requirements of library
and the objectives of the job analysis process. Typically, all the methods focus on collecting the
basic job-related information but when used in combination may bring out the hidden or
overlooked information and prove to be great tools for creating a perfect job-candidate fit.

Selecting an appropriate job analysis method depends on the structure of the library, hierarchical
levels, nature of job and responsibilities and duties involved in it. So, before executing any
method, all advantages and disadvantages should be analysed because the data collected through
this process serves a great deal and helps libraries cope with current market trends, library
changes, high attrition rate and many other day-to-day problems.
Let’s discuss few of job analysis methods that are commonly used by the libraries to investigate
the demands of a specific job.

Figure 4.1: Methods of Job Analysis

Source: http://www.managementstudyguide.com/job-analysis-methods.htm
Most common methods of job analysis are discussed below:

Observation Method

A job analyst observes an employee and records all his performed and non-performed task,
fulfilled and un-fulfilled responsibilities and duties, methods, ways and skills used by him or
her to perform various duties and his or her mental or emotional ability to handle challenges
and risks. However, it seems one of the easiest methods to analyse a specific job but truth is that
it is the most difficult one. Why? Let’s Discover.

It is due to the fact that every person has his own way of observing things. Different people think
different and interpret the findings in different ways. Therefore, the process may involve personal
biasness or likes and dislikes and may not produce genuine results. This error can be avoided by
proper training of job analyst or whoever will be conducting the job analysis process.
This particular method includes three techniques: Direct Observation, Work Methods Analysis
and Critical Incident Technique. The first method includes direct observation and recording of

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