Asking Questions - The Definitive Guide To Questionnaire Design ...

Figure 7.1. Comparison of Methods for Collecting Job Analysis Data.
Definition
Advantages
Disadvantages
Obtains job function information
through mailed survey. Employees
are asked to describe the job
in their own words. They complete
the form independently from the
workplace.
• Information can be pulled from
a large sample.
• Works well with reasonably
articulate employees.
• Superior to observations with
jobs that require a minimum of
quantifiable activity.
• Can be difficult to organize
such a task.
• Employees liable to exaggerate
duties performed.
• Responses may be hard to
interpret.
• Responses may not be complete.
Lists task statements. Employees
are asked to identify tasks
performed during their work.
Usually relies on interviews or
class standards to form basic list.
• Depends on recognition rather
than memory.
• Information can be gleaned from
a large sample.
• Critical tasks, frequency or performance,
and time to perform
can be identified easily.
• Information about sequences of
tasks is not discovered.
• Varying definitions of tasks.
• Employees can be unreliable
through boredom or loss of
interest.
Records information from
managers and employees. Usually
done on-site and using a standard
form.
• Has been found to unearth more
detailed and accurate information
than other methods.
• It is generally considered the
most reliable.
• Slow and time-consuming.
• Not practical with a large and
widely spread-out office
complex.
Records information from
managers and employees. The
data is gathered on-site while
employee engages in activities
being discussed.
• Allows employees to continue
working.
• Excellent when nature of job
makes the activity overt.
• Slow data collection.
• Possible conflict with operational
activities.
• Cost is higher than most other
methods.
Method
Questionnaire
Checklist
Individual Interview
Observation Interview