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I would prefer Observation method as well as Interview method (based on the scenario) in job analysis.
JOB ANALYSIS METHODS
There are different ways in which the Job Analysis information required for Job Analysis can be collected. The Method to be followed can be Observation Interviews, Questionnaires and specialized methods of analysis. Many times combinations of these approaches frequesntly are used. Besides HR Representative, other participants in this exercise are employees doing that particular job, manager, supervisor and sometimes industrial engineers who conduct Time & Motion Studies.
Observation
This is one of the method used for job analysis for repetitive jobs and in combination with other methods of job analysis. In this method, a manager, a job analyst or industrial engineer observes the work being done by a workman and there is someone to take notes to describe the tasksand job duties being carried out. The observation team will observe that individual worker continuously or intermittently, depending upon their need and convenience.
There are problems when the job in question does not have complete or easily observed job duties or complete job cycles. Therefore observation method is more useful for repetitive jobs and in conjunction with other methods.
The team of observers and Job Analyst may watch parts of the job being carried out for general familiarity with the job and the Managers or job analysts using other methods may watch parts of a job being performed to gain a general familiarity with the job and the conditions under which it is performed.
WORK SAMPLING
There are jobs which do not require attention to each detailed action throughout the work cycle. The Manager may be able to decide the content and pace of typical working day by statistical sampling of certain actions and timing of all actions related to job. This is also useful for routine and repetitive jobs.
EMPLOYEE DIARY/LOG
This method requires that employees themselves “observe” their own work performances by keeping a record of their job duties. The employees note how frequently the said duties are performed and the time required for each duty.
The objection that may come from employees about this methodology is that the method creates needless documentation because they find this burdensome to compile an accurate record. However this method also generates useful information for the Manager.
Interviewing
As the name suggests, under this method a manager or HR Representative visit job site and talk to employees performing each job. A standardized interview form is used most often to record the information. To understand the job completely, it is not alone necessary to interview the workman but also his supervisor to avoid any confusion. In some cases, group interviews are also planned with experienced workmen and or with their supervisors.
The interview method of gathering information requires that a manager or HR
specialist visit each job site and talk with the employees performing each job. A standardized interview form is used most often to record the information. Frequently, both the employee and the employee’s supervisor must be interviewed to obtain a complete understanding of the job. In some situations, such as teamdirected jobs, group interviews also can be used, typically involving experienced job incumbents and/or supervisors. Group interviews are more appropriate for certain difficult to define jobs.
The Job Analysis team may combine this method with other methods to avoid wastage of time and to understand more difficult jobs as professional and managerial jobs are more complicated and usually require time consuming long interviews.
Questionnaires
This is one of the inexpensive method of gathering data about jobs. For this method a survey instrument is developed and given to employees and managers to complete. The advantages are:-
1) Information about large number of jobs can be collected in short time inexpensively.
2) The collection of information requires less time
3) It is also inexpensive method to collect data.
The questionnaire is a widely used method of gathering data on jobs.. The major advantage of the questionnaire method is that information on a large number of jobs can be collected inexpensively in a relatively short period of time.
It is assumed by questionnaire method that employees can accurately analyze and communicate information about their jobs. However it is quite possible that the Employees may vary in their perceptions of the jobs, and the perception may depend upon their literacy level.
The questionnaire method is many times combined with interviews and observations to clarify and verify the questionnaire information to avoid any wrong perception or misguiding.
One type of questionnaire sometimes used is a checklist. The checklist offers a simplified way for employees to give information. Constructing Checklist can be a complicated and detailed process.
