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What are the different methods or techniques used to collect information on Job Analysis?
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(1) Questionnaire—In this method a detailed questionnaire is prepared by the job analyst and is distributed among the job incumbents. The job incumbents are asked to provide data about their jobs in
their own words. They can easily express themselves in writing. This method is best suited to clerical workers. But it is often a very time-consuming and laborious process to analyse the data obtained in this manner.
(2) Check list—This method requires the worker to check the tasks he performs from a long list of possible task statements. However in order to prepare the checklist extensive preliminary work is required in collecting appropriate task statements. Checklists are easy for the job incumbent to respond to. But they do not provide an integrated picture of the job in question.
(3) Observation —This is the most practical and reliable technique of getting information regarding job. This method can be followed right on the job. The analyst observed the incumbent as he performs his work and asks questions regarding the various jobs performed by them. It is a costly method and slow method and this also interferes with normal work conditions. However, it produces a complete and good job description. This method is particularly desirable where manual operations are prominent and where the work cycle is short.
(4) Interview — In this method a group of representative job incumbents are selected for extensive interview - usually outside of the actual job situation. The interview may be carried out either individually or in a group to save time. The replies obtained from the interviewees are then combined into a single job description. This method is very costly and time consuming but it helps in getting a complete picture of the job.
(5) Record — Personnel department maintains the record of the facts regarding job and the job holders. The analyst collects the information from the record maintained by the personnel department. But complete information about work and worker cannot be obtained by this technique.
(6) Participation — In this method, the job analyst actually performs the job himself. In this way, he is able to obtain first-hand information about the job. This method is fairly good for simple jobs but in case of complex job advance training of the analyst becomes necessary. This method is also time consuming and expensive.
(7) Technical conference -In this method, information about the characteristics of the job is collected from experts — usually the supervisors — and not from the actual job incumbents. Experts may have poor knowledge about the job which they are not actually performing themselves and may give answers based on their past experience.
