This document outlines and compares 7 methods for collecting job data: job performance, personal observation, interview, questionnaire, checklist, critical incidents, and log records/diary methods. Each method is described in 1-2 sentences. The merits and demerits of each method are also listed. The methods vary in their level of structure, ability to gather accurate information, cost, and suitability for different size organizations. Direct observation methods provide the most accurate data but are also the most time-consuming.
This document outlines and compares 7 methods for collecting job data: job performance, personal observation, interview, questionnaire, checklist, critical incidents, and log records/diary methods. Each method is described in 1-2 sentences. The merits and demerits of each method are also listed. The methods vary in their level of structure, ability to gather accurate information, cost, and suitability for different size organizations. Direct observation methods provide the most accurate data but are also the most time-consuming.
This document outlines and compares 7 methods for collecting job data: job performance, personal observation, interview, questionnaire, checklist, critical incidents, and log records/diary methods. Each method is described in 1-2 sentences. The merits and demerits of each method are also listed. The methods vary in their level of structure, ability to gather accurate information, cost, and suitability for different size organizations. Direct observation methods provide the most accurate data but are also the most time-consuming.
Methods of collecting job data JOB DATA Job Performance Method Personal Observation Method Interview Method Questionnaire Method Checklist Method Critical Incidents Method Log Records or Diary Methods JOB PERFORMANCE METHOD It is a data collection performed by a job analyst. Conducts a job under study. Direct and practical in nature. MERITS Simple and easy to use. It can be learned quickly and easily. DEMERITS Time consuming.
PERSONAL OBSERVATION METHOD In this method, job analyst directly and minutely observers the workers and records his work. The information in this method is recorded in a standard format. MERITS Information collected is correct and reliable. Using of observation method with other methods of job analysis. DEMERITS Can only be effective if the analyst is skilled, sincere and properly trained. Time consuming. INTERVIEW METHOD Analyst personally interviews the employees, supervises and records answers to relevant questions. Structured interview format. MERITS This method is suitable and widely used. It involves direct talk to the job holders. DEMERITS Costly method of data collection. Possibility of collection of inaccurate information. QUESTIONNAIRE METHOD Properly drafted questionnaire is sent out to workers. The questionnaire is later analyzed by supervisor. The data collected is later discussed with the job holders in which they give their ratings. MERITS The data collected can be quantified and processed accurately. It allows the job holders to participate and express their views DEMERITS It cannot be depended upon. CHECKLIST METHOD Similar to questionnaire. This questionnaire contains Yes or No options. It may cover around 100 activities and the workers can choose those involved in their work. It is a challenging job. MERITS It is used in large establishments. Brings speed and accuracy in tabulation work. DEMERITS Lengthy and costly. Not suitable for small establishments. Critical incidents methods Describing incidents relating to the job on the bases of past experience. The incidents collected are later analysed and classified according to the job. Merits Fairly clear picture of actual job requirements is available. Demerits Lengthy and time consuming. High degree of skills is required to analyze the contents of description given by workers.
Log records/Diary method In this method , a small diary or log book is given/issued to each job holder. The job holder has to record his duties performed on daily basis. The record maintained provides information about the job and this facilitates job analysis. Merits This method is useful for jobs that are difficult to observe.{eg: engineers , and senior managers} Dmerits It provides incomplete data as info about working conditions , supervisory relationship is not available from the log book.