Scribd
Upload
26 views3 pages

Job Analysis Methods: Interviews vs. Questionnaires

The document compares and contrasts two methods for collecting job analysis data: interviews and questionnaires. Interviews involve directly speaking with employees to understand their perspectives on tasks, skills, challenges and concerns. They provide qualitative data but are subject to distortion. Questionnaires can gather information from many employees more quickly and cheaply but require careful question design and may receive incomplete or distorted responses. Both methods have benefits and limitations depending on the type of information needed and availability of resources.

Uploaded by

Engr. Madeeha Saeed
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
26 views3 pages

Job Analysis Methods: Interviews vs. Questionnaires

The document compares and contrasts two methods for collecting job analysis data: interviews and questionnaires. Interviews involve directly speaking with employees to understand their perspectives on tasks, skills, challenges and concerns. They provide qualitative data but are subject to distortion. Questionnaires can gather information from many employees more quickly and cheaply but require careful question design and may receive incomplete or distorted responses. Both methods have benefits and limitations depending on the type of information needed and availability of resources.

Uploaded by

Engr. Madeeha Saeed
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

HUMAN RESOURCE

MANAGEMENT
Assignment #06

MADEEHA SAEED
16-ARID-712
We have discussed several methods for collecting, job analysis data questionnaires, the
position analysis questionnaire, and so on. Compare and contrast these methods,
explaining what each is useful for and listing the pros and cons of each?
1. Interview Method: In this method, an employee is interviewed so that he or she comes
up with their own working styles, problems faced by them, use of particular skills and
techniques while performing their job and insecurities and fears about their careers.
Usefulness:
This method helps interviewer know what exactly an employee thinks about his or her own job
and responsibilities involved in it. It involves analysis of job by employee himself. In order to
generate honest and true feedback or collect genuine data, questions asked during the interview
should be carefully decided. And to avoid errors, it is always good to interview more than one
individual to get a pool of responses. Then it can be generalized and used for the whole group.
Pros:

 Incumbent describes work.


 Can yield data about cognitive and psychomotor processes difficult to observe.
 Qualitative data can be examined.
 Works well for jobs with long job cycles.
 Great flexibility
 Simple and quick way to get information
 The employee can also vent frustration that might otherwise go

Cons:

 Distortion of information
 Pay-related
 Exaggerate some responsibilities and minimize others
 Inflate the job’s importance when abilities are involved
 Employees often puff up their job titles to make their jobs seem more important

2. Questionnaire Method: Another commonly used job analysis method is getting the
questionnaires filled from employees, their superiors and managers. However, this
method also suffers from personal biasness. A great care should be takes while framing
questions for different grades of employees.
Usefulness:
In order to get the true job-related info, management should effectively communicate it to the
staff that data collected will be used for their own good. It is very important to ensure them that it
won’t be used against them in anyway. If it is not done properly, it will be a sheer wastage of
time, money and human resources.
Pros:

 Quick and easy to administer.


 Can get a large amount of information in a short time.
 Allows for employee participation.
 Does not require trained interviewer.
 Relatively less expensive.
 Good way to obtain job analysis information
 Some are structured checklists therefore employees get an inventory of hundreds of specific
duties or tasks
 Can also get information about the performance of each task

Cons:

 Quality of information related to the quality of the questionnaire.


 Must have high school reading and writing ability to complete one.
 Often needs follow-up interview or observation.
 May be difficult to construct.
 May have low response rate.
 Responses may be incomplete.
 Responses may be difficult to interpret (open-ended) takes time to develop and test
 Time consuming
 May distort their answers

You might also like