Page 54 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Unit 3: Job Analysis

2. Questionnaires: Properly drafted questionnaires are sent out to job-holders for Notes
completion and are returned to supervisors. The information received is often
unorganized and incoherent. The idea in issuing questionnaire is to elicit the
necessary information from job holders so that any error may first be discussed
with the employee and after due corrections, may be submitted to the job analyst.
There are two types of questionnaires: The structured questionnaire uses a
standardized list of work activities, called a task inventory, that job incumbents or
supervisors may identify as related to the job. In addition, the respondent may also
identify additional information such as how much time is spent on the task, the
amount of supervision required, and/or the expertise required. The open-ended
questionnaire asks the job incumbent to describe the work in his or her own words.
3. Maintenance of Log Records: The employee maintains a daily records of duties he
performs, marking the time at which each task is started and finished. It is a time-
consuming process and moreover it does not give desirable information on
supervisor relationship, the equipment used and working conditions.

4. Personal Interviews: May be held by the analysts with the employee and answer to
relevant questions may be recorded. The method is time-consuming and costly.
A trained job analyst interviews a job incumbent, usually utilizing a standardized
format. Sometimes more than one worker are interviewed, and the results are
aggregated. Another variation is the group interview, where several incumbents
are interviewed.
5. Critical Incident: Behaviorally based critical incidents are used to describe work,
and a job analyst determines the degree of each behavior that is present or absent in
the job.

6. Diary: The job incumbent records activities and tasks in a log or diary as they are
performed.
7. Checklist: A worker or supervisor checks items on a standardized task inventory
that apply to the job. Checklists may be custom-made or purchased from an outside
vendor.

8. Technical Conference: Several experts (often called "subject matter experts") on the
job collaborate to provide information about the work performed. A job analyst
facilitates the process and prepares the job description based on the consensus of the
technical experts.

3.2.3 What Aspects of a Job are Analyzed?

Job analysis should collect information on the following areas:
1. Duties and Tasks: The basic unit of a job is the performance of specific tasks and duties.
Information to be collected about these items may include: frequency, duration, effort,
skill, complexity, equipment, standards, etc.
2. Environment: This may have a significant impact on the physical requirements to be able
to perform a job. The work environment may include unpleasant conditions such as
offensive odours and temperature extremes. There may also be definite risks to the
incumbent such as noxious fumes, radioactive substances, hostile and aggressive people,
and dangerous explosives.
3. Tools and Equipment: Some duties and tasks are performed using specific equipment and
tools. Equipment may include protective clothing. These items need to be specified in a
Job Analysis.

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