Job Case Analysis

In: Business and Management

Submitted By montejenks
Words 473
Pages 2
Compensation Management HR494

In researching the different options available for job analysis, I found a listing of the different types on HumanResources.Hrvinet.com website. The list includes direct observation, work methods analysis, critical incident technique, interview method, position analysis questionnaire, functional job analysis, work profiling system, MOSAIC model, common metric questionnaire, Fleishman job analysis systems, task inventory, job element method, diary method, checklist and rating scales, competency profiling, examining manual/reference materials, technical conference and threshold traits analysis system. Of these different options, I would choose to use a combination of the direct observation and the functional job analysis. “Direct observation enables the trained job analyst to obtain first-hand knowledge and information about the job being analyzed.” (Job-analysis.net) This method is best suited for jobs that have the following work behaviors: involve some degree of movement; that have task that are short in duration; and in which the observer can learn information about the job through observation. The biggest advantage of observation is that the analyst is able to get first-hand knowledge about the job, unlike with other methods such as interview or questionnaire in which these only allow the analyst to indirectly obtain the knowledge. Also, with observation you are able to see and experience the work environment, tools and equipment used, and the complexity of the job. Of course the disadvantage to observation is if the person being observed knows that they are being watched, they may alter the way that they perform. This would of course cause false data to be collected. “Functional job analysis is a system devised by the US Department of Labor in the 1940s to determine all a job’s elements and evaluate them, ranking…...

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