II. Techniques and Procedures
Before we get into some specific techniques, let's take a look at what job analysis entails more generally. Some general ways to collect data about the job (remember, the goal is to get information about the tasks, tools, environment, and attributes needed to complete the task), regardless of the specific technique used, include:
- Performing the job — One can gain insight into what the tasks are, tools needed, environment, and attributes needed by actually trying to do the job for oneself.
- Observing others performing the job (also video monitoring)
- Interviewing others that perform the job on a regular basis (individuals and groups, audio-recording)
- Surveying people who perform the job
- Reviewing records & literature from the organization (such as old job descriptions and handbooks) — These can include technology or equipment design specifications.
It's important to think critically about these techniques, because almost all of the formal approaches to job analysis are based on these techniques or a combination of them.
Think back to what you read in the previous lesson about research methods. These methods all have their own pros and cons. See the examples in the table below.
METHOD |
+ PRO + |
- CON - |
Performing the job |
+ One can gain valuable insight relatively quickly & inexpensively | - Only practical for simple jobs – it would be too time-intensive to learn to perform a complex job for this purpose |
Observation |
+ First-hand experience |
- Time consuming process
- Presence of observers can sometimes alter employee performance |
Interviews |
+ Can gather a lot of in-depth data |
- Time consuming process
- Responses are subject to social influence biases when collected in group interviews* |
Surveys |
+ Can collect a lot of data quickly & inexpensively |
- Requires respondents have reading & writing skills
- Survey must be comprehensive (well-prepared) |
Archives |
+ Inexpensive | - Little control over extraneous variables |
* Social influence biases can occur when one in the sample withholds information
because a supervisor or more senior employee is present for example.
You should keep these in mind as we learn about some of the more formal methods of job analysis in a minute.
Remember the 4 goals of job analysis mentioned earlier: gathering information about (1) task, (2) tools, (3) environment, and (4) human attributes. Here are some more specific types of data that are often collected during the job analysis process (list taken from Branick & Levine (2002)).
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