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well Common methods of job analysis include the following
1. observation method.
2. checklist method.
3. structural questionnaire method.
1. Technical conference method.
2. Diary method.
3. Observation method.
4. Individual interview.
5. Group interview.
6. Structure questionnaire method.
the basic answer for job analysis
1 performance is the best way of job analysis.
I believe they are :
1.Observation method.
2.Work sampling method.
3.Employee diary or work log method.
4.Interviewing method.
5.Questionnaires method.
Trained Job Analysts
Supervisors
Incumbents
Observation
Individual Interviews (with job incumbents)
Group Interviews
Questionnaires (either structured or open-ended)
Work Diarys
Critical Incidents
Recording of Job Activities
The purpose of job analysis is to combine the task demands of a job with our knowledge of human attributes and produce a theory of behaviour for the job in question. There are two ways to approach building that theory, meaning there are two different approaches to job analysis.
Task-oriented procedures focus on the actual activities involved in performing work.This procedure takes into consideration work duties, responsibilities, and functions. The job analyst then develops task statements which clearly state the tasks that are performed with great detail. After creating task statements, job analysts rate the tasks on scales indicating importance, difficulty, frequency, and consequences of error. Based on these ratings, a greater sense of understanding of a job can be attained. Task analysis, such as cognitively oriented task analysis (COTA), are techniques used to describe job expertise. For example, the job analysts may tour the job site and observe workers performing their jobs. During the tour the analyst may collect materials that directly or indirectly indicate required skills (duty statements, instructions, safety manuals, quality charts, etc.).
Functional job analysis (FJA) is a classic example of a task-oriented technique. Developed by Fine and Cronshaw in1944, work elements are scored in terms of relatedness to data (0–6), people (0–8), and things (0–6), with lower scores representing greater complexity. Incumbents, considered subject matter experts (SMEs), are relied upon, usually in a panel, to report elements of their work to the job analyst. Using incumbent reports, the analyst uses Fine's terminology to compile statements reflecting the work being performed in terms of data, people, and things. The Dictionary of Occupational Titles uses elements of the FJA in defining jobs.
Worker-oriented procedures aim to examine the human attributes needed to perform the job successfully.[8] These human attributes have been commonly classified into four categories: knowledge, skills, abilities, and other characteristics (KSAO). Knowledge is the information people need in order to perform the job. Skills are the proficiencies needed to perform each task. Abilities are the attributes that are relatively stable over time. Other characteristics are all other attributes, usually personality factors. The KSAOs required for a job are inferred from the most frequently-occurring, important tasks. In a worker-oriented job analysis, the skills are inferred from tasks and the skills are rated directly in terms of importance of frequency. This often results in data that immediately imply the important KSAOs. However, it can be hard for SMEs to rate skills directly.
The Fleishman Job Analysis System (F-JAS) developed by Edwin A. Fleishman represents a worker-oriented approach. Fleishman factor-analyzed large data sets to discover a common, minimum set of KSAOs across different jobs. His system of73 specific scales measure three broad areas: Cognitive (Verbal Abilities; Idea Generation & Reasoning Abilities; Quantitative Abilities; Memory; Perceptual Abilities; Spatial Abilities; and Attentiveness), Psychomotor (Fine Manipulative Abilities; Control Movement Abilities; and Reaction Time and Speed Abilities), and Physical (Physical Strength Abilities; Endurance; Flexibility, Balance, and Coordination; Visual Abilities; and Auditory and Speech Abilities).
JobScan is a measurement instrument which defines the personality dynamics within a specific type of job. By collecting PDP ProScan Survey results of actual performers and results of job dynamics analysis surveys completed by knowledgeable people related to a specific job, JobScan provides a suggested ideal job model for that position. Although it does not evaluate the intellect or experience necessary to accomplish a task, it does deal with the personality of the type of work itself.
All answered very well, I think I am very late. Thanks for all colleagues for their excellent answers.