Method
Features
Interview
The job analyst obtains the data through detailed face-to-face Interviews of the jobholder.
Questionnaire
The jobholder or supervisor fills questionnaires on the activities, Knowledge, skills, and abilities required for the job and the conditions under which the job is carried out.
Observation
Here the job analyst directly observes the jobholder as he works. The observation could be face to face or through films or photographs.
Diaries
Under this the jobholder is required to keep details of his/her tasks on the job. These records are then collected for job analysis purposes.
A.10.3 Uses of Job Analysis
The result of job analysis helps managers to make decisions or develop policies and procedures in the areas as explained in Table 6.2. Table 4.3: Uses of Job Analysis
Area/Function
Uses
Recruitment
Job analysis helps to define exactly the type of persons to be recruited to fill positions.
Selection
By specifying the knowledge, skills and attitudes of a person needed to fit a job specification, it helps to select the right person.
Training and Development
By specifying the knowledge, skills and attitudes required to carryout a job it helps to develop the right training programme.
Compensation
Administration
Job Analysis data helps in job evaluation.
Performance Appraisal
Job specification provides criteria against which the performance of an employee could be measured.
Employee
benefits
and
Services
During job analysis, hazards affecting the job are uncovered. This helps to devise effective ways to minimise or eliminate these hazards.
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