Advantages And Disadvantages Of Job Analysis Methods Interview

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Advantages and Disadvantages of Job Analysis Methods Method Advantages Disadvantages Observation Firsthand information. Simple to use. Verifies data from other sources. Useful for manual and psychomotor tasks. Time consuming. May bias worker performance. Small sample size. Requires skilled observer. Validity & reliability may be problematic. Not useful for jobs consisting of mostly mental tasks. Interview Incumbent describes work. Can yield data about cognitive and psychomotor processes difficult to observe. Qualitative data can be examined. Works well for jobs with long job cycles. Requires experienced interviewer and well-designed questions. Difficult to combine data from disparate interviews. Data gathered is subjective and should be verified. May elicit extraneous data. Critical Incident Analysis is based on concrete behaviour. Scales require some expertise to develop. Diary Collects data as events happen. Consistent and continuous entries may be difficult to obtain. Data not in standardized format.

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Sometimes, using multiple methods can lead to costs beyond budget. It is also very time consuming because job analysis is to be conducted using multiple techniques. Having multiple job analysis can also lead to conflicting information about a particular job. Job Analysis provides the objective criteria needed for executives to make informed decisions regarding staffing, selection, performance, succession planning and compensation. This allows companies to not only create better selection systems, but also create effective training development programs, compensation and talent management systems. Reference: David, C. (2011, October 11). How conducting a job analysis improves your business's efficiency, growth and innovation. Retrieved 10/30/19, from

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