Hrm 531 Week 3 Job Analysis Assignment

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Prior to reading the text, I would have said explaining a job analysis was fairly easy. However, since reading the text, I now see that there is a lot more to it than simply describing what a job entails. According to Berman, Bowman, West and Van Wert (2015), “Job analysis: A systematic process of collecting data for determining the knowledge, skill, and abilities (KSAs) and other characteristics required to perform a job successfully and to make numerous judgements about the job” (p. 519).
There are four main methods of collecting data for the job analysis as: (1) archival data, (2) questionnaires, (3) interviews, and (4) observation (Foster, 1998). The methods chosen tend to depend on the number of jobs to be analyzed, the kind of work being done, and the type of information required (Berman, Bowman, West and Van Wert, 2015). KSA’s is described as the knowledge, skills, and abilities needed to be successful in applying for and executing a work function, duties, and/or responsibilities. …show more content…
Questionnaires can be either open-ended or structured. When used for open-ended, they ask incumbents to describe the job functions. The supervisors then review the questionnaires to ensure all the job requirements are addressed. The closed-ended or structured questionnaires provide a task list from the incumbents. Interviews, be it with individuals or groups, can be analyzed through semi-structured or wholly structured questions administered to either incumbents or supervisors. The negative is that interviews tend to be more time consuming. Observation is primarily used in blue-collar jobs, where you can watch them preform the task (Berman, Bowman, West and Van Wert,
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