Job Analysis for Employee Performance Improvement

The assignment content is about job analysis, specifically the questionnaire method used to collect data on Mr. Williams' job performance. The author discusses the advantages and limitations of this approach, as well as potential problems that may arise. The goal of the job analysis is to identify the root causes of Mr. Williams' declining work performance and suggest improvements to his job description, taking into account his medical reports and personal circumstances.

Running head: Job analysis
JOB ANALYSIS

Job analysis 2
Job analysis
For performing the job analysis, I will be using the primary Research method i.e. the
Questionnaire method.
In this method, a questionnaire is being sent or mailed to the respondents who are anxious and
the individuals will understand, and give their opinion about it and return back the questionnaire
after submitting their response. Moreover, the questionnaires consist of a quantity of questions
that are either written or typed in a specific order on a form or the set of forms. ( Dillman, D.
A,2014)
I will be also conducting a Pilot Study which is the trial of the main survey which needs to be
conducted for testing the questionnaire for the weaknesses and the strength of the questions and
for the techniques that will be used.
Requirements of a good Questionnaire are:
 The questionnaire should be small and straightforward
 The questions should carry on in a logical succession
 Scientific terms and the formless expressions must be avoided.
 The questions for checking the reliability should be only included in the form
 Adequate space must be provided for answering or for their feedbacks or reviews as per
their view point
 The physical appearance of the paper must be attractive that should take the attention of
the respondents and they should be attracted towards it and fill the questionnaire more
effectively.( Weigold, A.,2013)

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Advantages
Some of the major advantages of questionnaire method are:
 Free from the biases of the interviewer
 Respondents have sufficient time to provide for their views and answers
 Respondents are easily and conveniently approachable
 For more reliability, large samples are being used. (Palinkas, L. A,2015)
Problems in performing the job analysis
Some of the major problems in performing the job analysis are as follows:
 Lack of support from the top management
 Misrepresentation of data
 Being source of information is only from a single source.
 Lack of support from the employees
 Biased nature of job analyst
 Inability to identify the need for job analysis.
Possible job description of Mr. Williams
The job description of Mr. Williams should be in such a manner that he have to firstly show all
the medical reports as per the criteria of the companies. It has analyzed from the last five years
performance that he has been receiving the outstanding rating due to work performances, or due
to its working on time, coming on time and everything.

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From some days it has been analyzed that he is not coming on time nor he is completing his
work and even taking long breaks, whatever the issue is it needs to be analyzed as an HR
consultant and helps him in resolving the problems. As the possible job description of the Mr.
Williams all his work should be measurable so that we can analyze that what is not doing well or
cannot able to do. If he is taking long breaks, and he is not coming on time nor is he completing
his work then we can make him shifts time flexible and make it compulsory that take your time
but he have to submit the planned tasks and setting the due dates of the tasks, so that the
company will get the tasks on time and Mr. Williams can even take his time to complete his
work. As per this rules and regulations, it is his choice to do whatever he wants to do but he has
to submit his work by sitting or working even after the office hours or before the office hours.
We can even set the job reporting of his all the works to the efficient and effective supervisor for
checking his work and trying to resolve the issues if any and even who helps in motivating him
and get to know his problems either related to his medical issues or his daughter medical issues.
To avoid any discrimination at this stage, the process should consider the elements like Duration
and type of work experience, physical fitness requirements, specific gender requirements,
flexibility for the timings of the jobs, etc.
Mr. Williams could also show his health reports if he was suffering or he should present his
daughter report as a proof so that the management could support him. If he was not being
comfortable in sharing then it is totally the management faults as he is working from many years
and still not comfortable in sharing his major issue of the life. So they should support him at the
extent level so that he will be more comfortable in sharing his problem. So in short we can say
that the issue was not only with Mr. William but the issue was with the management too so they
should focus on their employees needs and wants and should motivate them in each part of their

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life whether its professional or personal. Due to this major issue, the suggestion from all the
employees has been taken using the method of questionnaire.
Since the request to justify Mr. William claim has been stated and the issue of no support from
the management of upper mangers team. So by using the method of the questionnaire for
gathering the information that will be further used by the manager, his team members and his
colleagues for the better understanding and for checking the data point's similarities. Also both
the open and close-ended questions would be rather used that will help them in collecting the
broader prospective that may also lead to seek more information from the primary sources that
can be emailed, by observation method or through reports etc. (Nantwich, J. C)
The situation in receipt of the data and the justification through the primary sources for the
confirmation of the same is being required. Presumptuously authorizing the permission for the
same from the management to justify their claims due to this no challenge is being seen by me at
this stage.

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References
Dillman, D. A., Smyth, J. D., & Christian, L. M. (2014). Internet, phone, mail, and mixed-mode
surveys: the tailored design method. John Wiley & Sons.
Weigold, A., Weigold, I. K., & Russell, E. J. (2013). Examination of the equivalence of self-
report survey-based paper-and-pencil and internet data collection methods. Psychological
methods, 18(1), 53.
Palinkas, L. A., Horwitz, S. M., Green, C. A., Wisdom, J. P., Duan, N., & Hoagwood, K. (2015).
Purposeful sampling for qualitative data collection and analysis in mixed method implementation
research. Administration and Policy in Mental Health and Mental Health Services
Research, 42(5), 533-544.
Nentwich, J. C., & Kelan, E. K. (2014). Towards a topology of ‘doing gender’: An analysis of
empirical research and its challenges. Gender, Work & Organization, 21(2), 121-134.