Methods to Conduct a Job Analysis
There are several ways to conduct a job analysis, including:
- Interviewing incumbents and supervisors;
- Using questionnaires (structured, open-ended, or both)
- Using observation; and
- Gathering background information.
Although not as widely used, some experts also suggest using the diary method, in which employees record their daily tasks and the time it takes to complete the tasks.
The HR Guide Online has links to pages that describe the most common methods of job analysis including interviews, questionnaires, and observation, and describes the pros and cons of each method and types:
- Conducting a Job Analysis by Interview gives tips, pros, and cons of the interview method, as well as a description of structured and unstructured interviews.
- Conducting a Job Analysis by Questionnaire gives a description of the common types of questionnaires and philosophies behind each.
- Conducting a Job Analysis through Observation describes the types of jobs for which this method is best suited, and gives pros and cons.
- The DACUM Method of Job Analysis is gaining momentum as a training and performance tool. Its chief advantage is that it draws upon the wisdom of high-performing workers. The process is a structured method to defining jobs by precisely communicating job tasks and outlining what is expected of staff in that position. A description of the process written by Garry Kranz can be found in his article, Calling on Experts.
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