This post includes 18 methods of job analysis, published by hrvinet.com.
In order to collection analysis information on jobs, there are some following methods as follows (please click link related for more information).
Observation methods consist of direct observation, work methods analysis, technique of critical incident.
This form is based on analysis of job in order to observe and make records of behaviors/events/activities/tasks/duties when something is happening.
The form of analysis on work methods is applicable to describe manual and repeated manufacturing jobs, for example the jobs of assembly-line. Such analysis on work methods consists of analysis of time, motion study and micro-motion.
The method of critical incident technique is applied to discovers behaviors towards working which can help classify performance into good and bad level.
This tool is considered to be very useful to analysis of jobs. In which questions are given to both incumbents and supervisors under such form of individual or a group. Interview consists of structured Interviews, unstructured interview, open-ended questions
Questionnaire methods includes 6 techniques as follows:
The model of PAQ is a technical of questionnaire for analyze jobs. In 1972, McCormick, Jeanerette, and Mecham (1972) developed this technique which is a structured instrument of job analysis to measure characteristics of job and then associate them with characteristics of human. Such technique includes 195 job elements that describe generic human behaviors during working.
The model of FJA is a technique uses to analyze jobs.
the Employment and Training Administration of the United States Department of Labor developed this technique. There are7 scales (numbers) of the technique that measure: 3 worker-function scales: measure % of time spent with: data, people, things; 1 worker-instruction scale; 3 scales that measure reasoning, mathematics, language.
The method of Work Profiling System is a technique of questionnaire to analyze jobs. The technique makes use of a computer-administered system and discovered by Saville & Holdsworth, Ltd.
8. MOSAIC model
The model of MOSAIC is a technique used to analyze jobs by gathering information from both incumbents and supervisors. The model includes 151 job tasks which are ranked based on the level of importance to make sure that job performance is maintained efficient and 22 capacities which are ranked based on the level of importance, and also necessary effectiveness at entry.
This style was created by Harvey and regarded as a job analysis of “worker-orientation”. It is designed to be widely applied in a wide range of both exempt and nonexempt jobs. There are 42 general questions in the background section, 62 questions on contacts with people, 80 questions relating to decision-making, 53 questions of activities in terms of both physical and mechanical, and 47 questions on setting of work.
It includes 52 cognitive, physical, psycho-motor, and sensory ability, each of the categories consists of two parts – an operational and differential definition and a grading scale.
The method called Fleishman Job Analysis System is a technique used to analyze jobs in which jobs are described based on opinions of vital capacities. There are 52 cognitive, physical, psycho-motor, and sensory ability, each of them includes two parts: a grading scale and an operational and differential definition.
11. Task Inventory
Indeed, a task inventory lists all discrete activities which create a certain job or certain company.
This style is somehow similar to the method of critical incident technique. The method concentrates on behaviors during working and such consequences that the behaviors bring about more than look at abstract characteristics. This method was developed by Ernest Primoff.
13. Diary method
The method of diary is considered to be a very useful tool to analyze jobs. In this method, jobs are assessed thanks to workers’ daily records or their lists of activities that they practice day by day…
In this method, jobs are analyzed by using a list keeping track of such job elements. Many questions can be raised, such as working purposes, key roles and responsibilities, organization; relationships; decision making; authority; Skills, knowledge, experience; working conditions.
This form of job analysis is an activity that determines certain capacities which are characteristics of high levels of performance in a certain job. It includes skills, knowledge, capacities, values, interests, personalities.
16. Examining Manuals/reference materials
In analyzing jobs, the analysts use manuals/ or materials of reference including quality manual, human resource manual, procedures, instruction, forms, job description…These documents are available so that organizations can apply them in accordance with standards of ISO 9000.
This tool is of great usefulness in analyzing jobs based on Subject Matter Experts (SMEs). SMEs will implement sessions of brainstorming to discover elements of jobs. In this method, SMEs can apply a full mix of all methods of job analysis.
In 1970, Felix Lopez developed the model of Threshold Traits Analysis System (TTAS model). The model includes a standard set of 33 traits in which ability traits are “can do” factors while attitudinal traits are “willing to do” factors.
Combination of methods
In process of analyzing jobs, experts can apply or make a mix of all methods to gather information relating to job. Take an instance, whenever direct observation is used, interviews are used at the same time.
• HR career ebooks (you can download free and ref all ebooks related HR career…)