C. Written narratives or maintenance of record Under this method, both the employees as well as his supervisors keep a record of various facts relating to the job. Since each employee keeps a full record of her/his daily operations starting from the beginning till end. This method consumes more time than other methods.
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D. Job questionnaires Under this method, questionnaires are circulated among the workers who report the facts about the job. This method is highly unsatisfactory as it places greater faith on the job holder’s ability to provide information. Pros 1A questionnaire is quick and efficient way to obtain information from a large number of employees. 2It is appropriate to obtain information from a large number of employees in relatively short period of time. Cons 1Questionnaires can be time consuming and expensive to develop. 2There is a possibility that either the respondent or the job analyst will misinterpret the information. 3.4Importance of Job Analysis Information Job analysis information informs the HR practitioner about the nature of a specific job, in particular, the major tasks undertaken by the incumbent, the outcomes that are expected, the job's relationships with other jobs in the organizational hierarchy, and job holder characteristics. The basic premise underlying job analysis is that jobs are more likely to be described, differentiated, and evaluated consistently if accurate information is available to the HR personnel. Job analysis information is a prerequisite for preparing job descriptions and for comparing jobs within an organization. Job analysis is also critical for decisions affecting recruitment and selection, appraisal, and employee development. In terms of reward management, unless there is a clear definition of the job and job performance standards, it would be difficult to imagine how pay could be linked to individual performance. The objective of collecting job information is to develop job descriptions, job specifications, and job performance standards.A job performance standard is a minimum acceptable level of performance.The uses of job analysis information are as follows: