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A. Position analysis questionnaireB. Functional job analysisC. Diary method
D. Critical incident technique
Actually, I am not really convinced that one of them suites middle and upper level management jobs. But if I have to choose, I will choose the Critical Incident Technique (D)
Position Analysis Questionnaire (PAQ model): is a structured instrument of job analysis to measure job characteristics and relate them to human characteristics. It consists of195 job elements that describe generic human work behaviors.
Functional job analysis (FJA model): It includes7 scales (numbers) that measure:3 worker-function scales: measure % of time spent with: data, people, things;1 worker-instruction scale;3 scales that measure reasoning, mathematics, language.
Diary method: This method is a useful tool of job analysis to ask worker maintaining and keeping daily records or list of activities they are doing on every day.
Critical incident technique (CIT model) is used to identify work behaviors that classify in good and poor performance.
I would say
B. Functional job analysis
Option D , as analysing technical incidents require a senior level of expertise
Answer option (D) >>>>>>>>>> Critical incident technique
B
The critical incident technique (CIT) is a systematic procedure for obtaining rich, qualitative information about significant incidents from observers with firsthand experience, which in turn helps researchers understand the critical requirements for individuals, processes, or systems.
For middle and top-level management positions, a more in-depth, qualitative approach like competency-based job analysis is often the best fit. This method focuses on identifying the key competencies, such as leadership, strategic thinking, and decision-making, that are crucial for success in these higher roles. It's more nuanced than traditional job analysis methods like task-based approaches, often more suitable for lower-level positions with clearly defined tasks.
Competency-based analysis allows for a richer understanding of what makes an effective manager and can help in aligning the job requirements with the overall strategic goals of the organization.
I would go with Position analysis questionnaire because sometime we miss info due to time constraint and lack of physical interaction.
competency-based job analysis is ideal for middle and top-level management roles because it focuses on the skills and behaviors that drive organizational success, aligning individual performance with strategic objectives. This approach contrasts with lower-level job analyses that typically emphasize specific tasks and responsibilities.
A company dependes upon its' human resource policies for its' success
The **interview method** is more suitable for middle and top-level management jobs.
