Describe the different methods of gathering job analysis data. 

Describe the different methods of gathering job analysis data.

PSY4560 Industrial/Organizational Psychology SU01

The discussion assignment provides a forum to discuss the relevant topics for this week based on the course competencies covered. For this assignment, there are two parts. Make sure to answer all questions. Provide a detailed response to the topic questions in the Discussion Area by the due date assigned. For this assignment, post your responses directly in the Discussion Area. Do not use attached documents.

To support your work, make sure to utilize your course and text readings. When asked, also utilize outside sources. As in all assignments, make sure to cite your sources in your work and provide references for those citations utilizing APA format.

Start reviewing and responding to the postings of your classmates as early in the week as possible. Respond to at least two of your classmates. Participate in the discussion by asking a question, providing a statement of clarification, providing a point of view with a rationale, challenging an aspect of the discussion, or indicating a relationship between one or more lines of reasoning in the discussion. Complete your participation for this assignment by the end of the week.

An important part of I/O psychology is in understanding job analysis the personnel products it yields and its importance in work organizations.

  • Describe the different methods of gathering job analysis data. The numerous methods encompassing job analysis remain as follows: Observation Method, which includes
  • Explain the advantages and disadvantages of each method. Job descriptions and job specifications are products of job analyses.
  • Describe the main differences between a job description and a job specification.

three different methods of Job Analysis in which is founded on observation. These areas include, Direct Observation as well as Work Method Analysis and even time and motion studies along with micro-motion analysis; and the critical incident method.

The second is Interview Method: This involves discussions amongst job analysis and job occupants as well as experts. The job analysis data from individual in addition to group interviews with employees exist frequently supplemented by information from supervisors of employees whom have jobs that are to remain as analyzed. Number three is Daily Method:

This method necessitates the job holders to record in details daily activities on a regular basis. Number four is Technical Conference Method: with in this service area the supervisors who possesses an extensive knowledge in regards to a position remains as beneficial in regards to the aid of a conference of the supervisors. The analyst begins discussion, this in turn provides specifics regarding the job. Next, we see Functional Job Analysis (FJA) number five: this method provides exact terminology in addition to a systematized job analysis “schedule” in order to record data concerning the job content. This can be a particularly beneficial to both the recruiting as well as the selection functions. Number six is the Questionnaire Method: These do not require supervisor input and may be finalized by the employees on either an individual basis or else by job analysts for a number of employees.

The seventh on the list is Job Inventories or Checklists: these arranged questionnaires in which necessitate a respondent with the purpose of either checking or else the of rate in which behavior as well as worker character as it is critical to a specific job otherwise occupation. Lastly is the Job Performance Method: Within this technique the job analyst in fact performs the work in question along with receiving first hand knowledges of relative factors on the job involving physical hazards in addition to social demands, and even emotional pressures mental requirements. (Pethari, n.d.)


Both a job description and job specification stand as two primary documents wherein its relics furnished inside the job analysis development. Each of them support in describing the rudiment necessities encompassing a job on top of the requirements that a job holder needs to obtain for the incidence of a precise duty. Singularly what is job description? A job description comprises of a full description of its entirety embracing the responsibilities together with the duties of a meticulous position along with what it involves. This may perhaps comprise of title as well as work conditions, nature of the task together with the relationship in respect to other jobs, responsibilities, in addition to required qualifications. In order to safeguard that the right candidates employ for a precise task, the human resource manager should organize a job description document ahead of the organization advertising for the vacant spot.

Potential candidates are informed in advance what their duties and responsibilities will be before they are selected for the position under consideration.

What is Job Specification?

Job specification is a document that is used by the human resource management to highlight to potential job seekers of the requirements for the holder of a specific job position in the organization.

Some of the vital information present in job specification tool include skills required, educational qualifications, professional experience, technical abilities, and personality.

Job specification helps the human resource management or the recruiting body to have in mind the kind of an employee they are looking to incorporate into the organization. (Morgan, 2019)

Explain why both may be needed when creating a job advertisement.



Morgan, J. (2019, May 17). Difference Between Job Description and Job Specification. Retrieved from…

Pethari, A. (n.d.). Job Analysis Methods. Retrieved from Economicsdiscussion:…


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Describe the different methods of gathering job analysis data.


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