Methods for Performing Job Analysis

There are typically three different methods used in job analysis: task, behavioral and ability (Milkovich & Newman, 1996, p. 78). Task data focuses on the fundamental units of work with an emphasis on the purpose of each task. Task data must be developed for each job individually since the purpose behind each task varies from job to job. Thus a programmer might "consult with engineers to determine program specifications" in a task environment, but the engineer might "consult with programmers to develop specifications". In both cases, both the purpose and the task are specific to the job and cannot be substituted.

The behavioral approach to job analysis focuses on the behaviors which occur with in each job. The Position Analysis Questionnaire (PAQ) was developed for behaviorbased job analysis and uses generalized statements in seven different areas to describe individual jobs. In the case of the engineer and the programmer, the statement "nonroutine information exchange" could apply to

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lts which occur when the job is performed satisfactorily are also included in this part of the specification. The job description is the most detailed section of the job specification and lists job-based (content and work characteristics) as well as employee-based (knowledge and experience) factors used on the job. Discussed in greater detail later in this research, job descriptions often serve as the foundation for evaluating employee effectiveness and determining which employees are eligible for pay raises based on performance. Job Design Job design integrates work content and the qualifications required to complete the job. The way in which a company approaches job design is a reflection of the corporate culture and the environment in which the business operates, but it can also affect the way in which employees and managers perceive their roles within the organization. Traditional job design has focused on work simplification. In this approach, large jobs (such as building a car) are broken down into smaller jobs which can be completed by a single person who requires far less training and skills than if the entire task were to be completed. This means that lower paid employees can be used, which saves the company wag
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