Job Analysis

Running head: JOB ANALYSIS
Job analysis
Name of the student:
Name of the university:
Author note:

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JOB ANALYSIS
Discussion-1
Job analysis is the process of identifying and determining the requirements and job duties
for a given job. The two methods for collecting the job analysis data are:-
1. Interview method- In this method the employee is being interviewed in order to
know the problems faced by an individual, ability of an employee to work in the
organisation and skills and techniques used in performing the job (Hibbert and
Thordarson 2016). This method helps to know about the responsibilities and job
performance of an individual in the organisation.
The pros and cons of interview method are:-
Pros:-
1) It holds described work.
2) It helps in examining qualitative data.
3) This method works well for jobs in long job cycle.
Cons:-
1) It is not flexible and involves a huge cost in conducting interviews.
2) The information received from the candidates must be verified and
this requires high skills.
3) Handling of personal information of the candidate and keeping them
safe.

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JOB ANALYSIS
2. Questionnaire method- In this method of job analysis the employee are asked to
fill the question by their supervisors and higher authorities. Therefore, this
method faces various personal barriers. Moreover, this method is very rigid in
structure, as it requires a lot research while framing a question.
The pros and cons of questionnaire methods are:-
Pros:
1) It is a quick and easy process for administration.
2) Using this method a lot of information can be collected in short
period.
3) It involves employee’s participation.
4) It acquires low cost.
Cons:
1) It’s difficult to construct.
2) It results in low response.
3) This method needs regularly follow-up.
4) Difficult to interpret the response of the participants.
Competency model is a structure that defines the requirements of skill and knowledge in a job.
Competency model presents the management activity of HR department to recruit and hire the
talent and performance skills (Chouhan and Srivastava, 2014).
Competency model that can be applied in the organization are:-