Job Analysis Report: Questionnaire Method and Recommendations

This report provides a comprehensive analysis of job analysis, focusing on the questionnaire method as the primary research approach. It details the advantages of using questionnaires, such as obtaining multiple viewpoints and providing sufficient time for respondents. The report also identifies potential problems in job analysis, including lack of management support and data misinterpretation. It examines the nature of job analysis, emphasizing the importance of job descriptions and the criteria for determining required skills, qualities, and qualifications. The report explores the process of attracting potential employees and the significance of equal opportunities. It also references a case study involving Mr. Williams and the importance of management support for employees. The report concludes by discussing the use of both open and closed-ended questions in questionnaires to collect broader perspectives, and the need for data justification from primary sources.

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. Since questionnaires are important in making a final decision
about the are being studies, it becomes important to keep questionnaire small and precise.
Furthermore, the questions should carry on in a logical succession that should also avoid any
use of Scientific terms and the formless expressions. It is important to check the reliability of the
information source, hence the questions for checking the reliability should be only included in
the form. Moreover, Adequate space must be provided for answering or for their feedbacks or
reviews as per their view point Last but not the least, 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)

Job analysis 3
Advantages
Questionnaires has some inherent advantages that helps in making a unbiased decision. Since
there are many people answering a questionnaire, it takes multiple views in account and make
the final work from from the biases of the interviewer. Respondents have sufficient time to
provide for their views and answers. Moreover, Respondents are easily and conveniently
approachable. To provide a reliability to the set of questions large samples are being used.
(Palinkas, L. A,2015)
Problems in performing the job analysis
Performing a job analysis can be an arduous task due to a few major problems posed by the top
level management and data misinterpretation. For example, if a top level management doesn’t
provide the right support and information, it becomes challenging to come up with a detailed
analysis of a job. Data interpretation is another vital element that should be handled carefully.
Any misinterpretation of data will result in error induction throughout the analysis and wrong
conclusion. Furthermore, if an interviewer is relying on single source of information, results
generated will be biased and one dimensional. Last but not the least, participants should
provide an honest opinion. Hence, lack of support from participants will lead to incorrect
analysis of the job at hand.

Job analysis 4
Nature of job analysis
A job description is a document which describes the job duties and the responsibilities of the
organization.
Also, helps the potential individuals to decide by seeing the job description that the job is
suitable for them or not.
We can include the following aspects like:
The title of the job
Job holder reporting
Short description of the job
Date
List of duties that the job holders have to undertake once they selected in the company.
In the stage of job description, one of the major steps is to determine the skills required for the
job, qualities, knowledge, experience, qualification required for the particular job. The criteria
should be:
Based on the ability
Should be measurable
Related to job
To avoid any discrimination at this stage, the process should consider the points mentioned
below:

Job analysis 5
Duration and type of work experience, physical fitness requirements, specific gender
requirements, flexibility for the timings of the jobs, etc.
For attracting the peoples the job description can be sent to the portals for the job like the
monster. Com or naukri.com and other portals or they could use the external sources as well
which includes:
Newspaper
Magazines
Internet
Job centers
Professional journals
It has been seen nowadays that JD is the better option for the standardization of the company.
Not only focusing on the recruitment but should be sure that every candidate must be treated
equally and fairly. The major focus should be on the equal opportunities for the upcoming
employees. (Chen, S.,2016)
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

Job analysis 6
life whether its professional or personal. Due to this major issue, the suggestion from all the
employees have 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.

Job analysis 7
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.
Chen, S. (2016). Training and qualification: essentials of skill management. Handbook of
Human Resources Management, 213-224.