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Introduction
Job Analysis is done to generate a specific job-related goal. The research centers on different Job analysis methods. The research focuses on job analysis output. The job analysis method helps management enhance current job responsibilities. A. JOB ANALYSIS METHODS
Many organizations use different job analysis methods (Jirasinghe, 1996, p. 9). First, human resource personnel can conduct a direct observation of specified job responsibilities. The job analysis researcher can get the total time needed to accomplish each task. The researcher can produce a report indicating the average time needed to accomplish a particular task, including office jobs.
Next, the job analysis researcher can use deeper work methods analysis. Here, the researcher records the time needed to perform repeated production procedures. Specifically, the research includes determining the average time used to accomplish each assembly line job. The research includes the use of motion study or time use study. The job analysis results are used as a basis for setting up an effective and efficient work force.
Further, the job analysis researcher can conduct the interview job analysis method. The job analysis researcher can interview job supervisors, employees, and other interested persons to determine the time needed to accomplish each task. The supervisor has the experience of observing the average time needed to complete the subordinates’ work assignments. The job analysis results are communicated to interested parties. The results of the survey can be classified as learned job analysis outcomes (Jonassen, 1999, p. 25).
Furthermore, the job analysis researcher can use the interview method to gather relevant job analysis facts. The researcher can interview persons performing each assigned research task. For example, the researcher can ask the time used by each respondent in accomplishing each task. The researcher can gather the required research data. There are different types of interviews. The interviews include both open-ended questions and questions that are answerable by yes or no choices. The interviews can be structured or unstructured. The Mosaic interview method focuses on gathering work information from both the employees and supervisors. Adjustments are made to the current job specification time, based on the results of research (Fine, 1995, p.1).
Questionnaire-based interview
The employee works as an accounting clerk. The clerk’s duties include submitting financial reports to the immediate supervisor. The reports pertain to the company’s daily business transactions. The reports include both receivables as well as payables balances. The accounting clerk reports to the supervisor. The supervisor can recommend the promotion, demotion, or firing of the accounting clerk. The same supervisor can also reprimand the accounting clerk for substandard performance. The working conditions are fine. The rooms are air-conditioned. The work areas are comfortable. The room temperature is normal. The clerk must have prior educational and actual accounting experiences. Consequently, the clerk produces more than average work output.
Job Description
Job Title: Accounting Clerk Position Purpose: to maintain orderly report processing. Typical Job Duties: Process financial reports. Physical requirement: using a computer all day processing accounting records. Reporting Relationship: presents reports to the accounting clerk’s accounting supervisor. Qualifications: Accounting education Job Qualification/ knowledge/ skills required: Accounting education.
Based on the above discussion, job analysis research generates a specific job-related goal. Job analysis research generates an average time use report. The research includes a job analysis output. Indeed, the job analysis method aids management’s goal of improving the current job tasks.
References
Fine, S. (1995). Benchmark Tasks for Job Analysis. Mahwah Press: Lawrence Erlbaum Associates.
Jirasinghe, D. (1996). The Competent Head: A Job Analysis of Heads’ Tasks and Personality Factors. New York: Falmer Press.
Jonassen, D. (1999). Task Analysis Methods for Instructional Design. Mahwah: Erlbaum Press.
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