Four methods can be used to gather

Four methods can be used to gather job analysis information: observations, interviews, questionnaires, and employee recordings. None of these methods is superior for all situations; each has advantages and disadvantages. A job analyst can rely on any one of these methods, or a combination of them, in gathering information to describe a job. An integrated job analysis using a combination of methods is generally considered best.ObservationsTo analyze a job, observers may watch an individual work and then record a brief description of the activities performed. Using observers to gather information, however, can create an unrealistic situation since employees may behave differently when they know they are being observed. This problem is especially severe when employees know that a job description will be used for determining their wage levels. Employees, hoping to raise their jobs to higher pay levels, may add unnecessary, time-consuming actions to make their jobs appear difficult.Video recordings or films of workers as they perform can sometimes provide more accurate information than direct observations. One study, however, found that it didn’t make any difference whether high producers or low producers were used as the source of job-analysis information. The high performers, the low performers, and the supervisors all rated the jobs similarly in terms of the knowledge, skills, and abilities required to perform the jobs.