Which is the least time consuming method for collecting job analysis information?

Though job analysis plays a vital role in all other human related activities but every process that has human interventions also suffers from some limitations. The process of job analysis also has its own constraints. So, let us discuss the advantages and disadvantages of job analysis process at length.

Advantages of Job Analysis

• Provides First Hand Job-Related Information: The job analysis process provides with valuable job-related data that helps managers and job analyst the duties and responsibilities of a particular job, risks and hazards involved in it, skills and abilities required to perform the job and other related info.
• Helps in Creating Right Job-Employee Fit: This is one of the most crucial management activities. Filling the right person in a right job vacancy is a test of skills, understanding and competencies of HR managers. Job Analysis helps them understand what type of employee will be suitable to deliver a specific job successfully.
• Helps in Establishing Effective Hiring Practices: Who is to be filled where and when? Who to target and how for a specific job opening? Job analysis process gives answers to all these questions and helps managers in creating, establishing and maintaining effective hiring practices.
• Guides through Performance Evaluation and Appraisal Processes: Job Analysis helps managers evaluating the performance of employees by comparing the standard or desired output with delivered or actual output. On these bases, they appraise their performances. The process helps in deciding whom to promote and when. It also guides managers in understanding the skill gaps so that right person can be fit at that particular place in order to get desired output.
• Helps in Analyzing Training & Development Needs: The process of job analysis gives answer to following questions:
• Who to impart training
• When to impart training
• What should be the content of training
• What should be the type of training: behavioral or technical
• Who will conduct training
• Helps in Deciding Compensation Package for a Specific Job: A genuine and unbiased process of job analysis helps managers in determining the appropriate compensation package and benefits and allowances for a particular job. This is done on the basis of responsibilities and hazards involved in a job.

Disadvantages of Job Analysis

• Time Consuming: The biggest disadvantage of Job Analysis process is that it is very time consuming. It is a major limitation especially when jobs change frequently.
• Involves Personal Biasness: If the observer or job analyst is an employee of the same organization, the process may involve his or her personal likes and dislikes. This is a major hindrance in collecting genuine and accurate data.
• Source of Data is Extremely Small: Because of small sample size, the source of collecting data is extremely small. Therefore, information collected from few individuals needs to be standardized.
• Involves Lots of Human Efforts: The process involves lots of human efforts. As every job carries different information and there is no set pattern, customized information is to be collected for different jobs. The process needs to be conducted separately for collecting and recording job-related data.
• Job Analyst May Not Possess Appropriate Skills: If job analyst is not aware of the objective of job analysis process or does not possess appropriate skills to conduct the process, it is a sheer wastage of company’s resources. He or she needs to be trained in order to get authentic data.
• Mental Abilities Can not be Directly Observed: Last but not the least, mental abilities such as intellect, emotional characteristics, knowledge, aptitude, psychic and endurance are intangible things that can not be observed or measured directly. People act differently in different situations. Therefore, general standards can not be set for mental abilities.

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Chapter 4 Job Analysis

1) Which of the following terms refers to the procedure used to determine the duties associated with job positions and the

characteristics of the people to hire for those positions?

A) job description

B) job specification

C) job analysis

D) job context

E) job standard

Answer: C

Explanation: Job analysis is the process of determining the duties of a specific job and the characteristics of the people who would be

most appropriate for the job. A job analysis produces the necessary information to develop job descriptions and job specifications.

Diff: 1Page Ref: 116

Chapter: 4

Objective: 1

Skill: Concept

2) The information resulting from a job analysis is used for writing ________.

A) job descriptions

B) corporate objectives

C) personnel questionnaires

D) training requirements

E) mission statements

Answer: A

Explanation: A job description is a list of what a job entails, and it is derived from a job analysis. Job analysis is the procedure through

which you determine the duties of job positions and the characteristics of the people that should be hired for the positions.

Diff: 1Page Ref: 116

Chapter: 4

Objective: 1

Skill: Concept

3) All of the following types of information will most likely be collected by a human resources specialist through a job analysis

EXCEPT ________.

A) work activities

B) human behaviors

C) performance standards

D) human requirements

E) employee benefits options

Answer: E

Explanation: Work activities, human behaviors, work aids, performance standards, job context, and human requirements are the types

of information typically collected through a job analysis. Information gathered through a job analysis is used to develop job

descriptions and job specifications. Managers use job analysis for the purpose of recruitment, compensation, training, and performance

appraisal but not for assessing employee benefits options.

Diff: 2Page Ref: 116

Chapter: 4

Objective: 1

Skill: Concept

4) A manager uses the information in a job analysis for all of the following EXCEPT ________.

A) assessing training requirements

B) complying with FCC regulations

C) determining appropriate compensation

D) recruiting and selecting individuals for a job

E) providing accurate performance appraisals

Answer: B

Explanation: Managers use information gathered from a job analysis for many activities including providing performance appraisals,

recruiting, determining compensation, and assessing training requirements. Job analysis plays a major role in EEO (Equal

Employment Opportunity Commission) compliance but not with FCC (Federal Communications Commission) regulations.

Diff: 2Page Ref: 117

Chapter: 4

Objective: 1

What is the best method of job analysis?

Which of the following method is used to gather job analysis data?

Which method for collecting job analysis information is considered best for quantifying?

What is diary method in job analysis?