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Tuesday - 16 Jul 2019 on LinkedIn
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18 methods of job analysis
Human Resources » HR Metrics & Measurement

Chrm Message From: ngodavinet Total Posts: 7 Join Date: 05/01/2009
Rank: Beginner Post Date: 05/01/2009 02:53:34 Points: 35 Location: Vietnam
I would like to introduce these methods to everybody

• Methods of observation includes direct observation; work methods analysis, including time and motion study and micro-motion analysis; and the critical incident technique.

• Interviews methods includes structured interviews; unstructured interviews; open-ended questionnaires

• Methods of questionnaire include Position Analysis Questionnaire (PAQ); Functional job analysis; Work Profiling System (WPS); MOSAIC; Common Metric Questionnaire (CMQ); Fleishman Job Analysis System (FJAS).

• Task Analysis Inventory

• Job element method

• Diary method

• Checklists and rating scales

• Competency profiling

• Examining Manuals/reference materials

• Technical conference

• Combination of methods etc


Chrm Message From: swastisahu Total Posts: 2 Join Date: 05/01/2009  
Rank: Beginner Post Date: 03/06/2010 15:23:33 Points: 10 Location: Vietnam
thanks for ur suggestion. i think it may help me in my project
Chrm Message From: Total Posts: 2 Join Date: 05/01/2009  
Rank: Beginner Post Date: 07/12/2010 00:47:28 Points: 10 Location: Vietnam

Information is quite useful.



Chrm Message From: girijam Total Posts: 3 Join Date: 05/01/2009  
Rank: Beginner Post Date: 16/12/2010 01:30:30 Points: 15 Location: Vietnam

Dear Concerned


I would like to share the method we have adopted to do the job analysis and rewriting the job descriptions on the basis of the job analysis.

We are a marketing & servicing organisation of MAchine Tools.

We are spread across 28 locations across the nation and our employees are field engineers.

We from HR dept sent out a very simple mail asking to give a data of their day to day activities ( we did it as any format for job analysis would be taken as an extra job and would resist to fill as our department is at infant stage in our organisation).

This gave us a faourable response and almost 95% of the employees replied in their own languages and they felt recognised by this.

This was the data bank created of the jobs( not designation)

Then along wiht the functional heads it was segregated as per the designation and was written with


Job Summary

Primary Responsibility

Secondary Responsibility

Technical Skills - Linked to Skill MAtrix

Funational Skills - Lonked to Skill Matrix

KRa & Kpis




Girija A M