Discuss Three Methods for Collecting Job Analysis Information

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The questionnaire is usually the least costly method of collecting information. It is an effective way to collect a large amount of information in a short period of time utilizing a structured or a less structured questionnaire. A structured questionnaire includes specific questions about the job, job requirements, working conditions, and equipment. A less structured, more open-ended approach would be to ask job incumbents to describe their job in their own terms. This open-ended format would permit job incumbents to use their own words and ideas to describe the job. Some debatable issues are the format and degree of structure that a questionnaire should have. Job analysts have their own personal preferences on this matter. There really is no best format for a questionnaire. However, there are a few hints that will make the questionnaire easier to use: keep it as short as possible, keep it simple, and test the questionnaire before using it. (Dessler 2015, p. 97). Interview is the technique used most widely in collecting data for job analysis. The advantage is that the Interviews allow the job analyst to talk face to face with the job incumbents. The job incumbent can ask the job analyst questions, and this interview serves as an opportunity for the analyst to explain how knowledge and information gained from the job analysis will be used. Interviews can be conducted with a single job incumbent, with a group of individuals, or with a supervisor who is knowledgeable about the job. Although interviews can yield useful job analysis information, the disadvantages are an awareness of their potential limitations is also needed. Interviews are difficult to standardize-different interviewers may ask different questions and the same interviewer might unintentionally ask different questions of different respondents. There is also a real

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