Conduct a critical analysis to the RESPONSE, listed below, (IN BOLD), In no less than 200 words. Please DO NOT answer the question. The question is only listed for a better understanding to the response. Your response must demonstrate clear, insightful critical thinking.

Question: What are the advantages and disadvantages of using multiple methods for job analysis? Why?

Response:

Although the textbook makes it clear that job analysis is not required by law to lay out the different functions of a job, it is highly recommended (Judge & Kammeyer-Mueller, 2022). Exhibit 4.9 in the textbook does a very good job laying out the different job analysis methods discussed in the textbook. These analysis methods use prior information, observation, interviews, task questionnaires, machine learning, and committees/task forces (Judge & Kammeyer-Mueller, 2022). Although each has their advantages for use, they also come with some disadvantages.

Much like discussed in my discussion question response to retention, there are very few one, "shop stops" in the world of employment. Just like relying too heavily on one staffing strategy over the other, an organization really fails to tap into all the available resources (Berman et al., 2015). Knowing this, each organization should use several different job analysis methods to limit the disadvantages of each and increase the viability of process. By using a combination of processes, you can ensure that your organization is using a process that has worked diligently to avoid biases and ensure the organization is keeping in step with the evolving workforce. Ensuring data is valid is important to any study.

For the purpose of this discussion question, I will look at three of the six job analysis methods. We will break down the benefits and disadvantages of each method and conclude with an examination of how the three methods can be used together. For the purpose of this discussion, we will be looking at prior information, observation, and committee/taskforce job analysis methods. In the prior information job analysis method, the source of this data generally comes from current job descriptions, training manuals and performance appraisals. We find that this method is fairly inexpensive and readily available to conduct at any time. Conversely, this method will create an analysis that is unique to one organization and is not a method that will match other organizations with similar employment. Next, this method does not view future growth or evolution of the profession, only focusing on conducting the job in a manner that it has always been done (Judge & Kammeyer-Mueller, 2022).

Next, we will review the observation job analysis method. In this method, analysists or human resources watch and document how employees conduct their job. This, much like using the above method is readily available, with a wealth of data that can be complied. However, much like with prior information, the data collected with this method will be unique to the organization itself, not carrying over to other organizations. Furthermore, the thought of having human resources watch employees during their workday will certainly cause employees to behave and work differently (Judge & Kammeyer-Mueller, 2022).

Lastly, we will look at committee/task force job analysis method. This method uses a partnership between management, human resources, and line level employees, who meet and discuss and analyze job descriptions. This partnership approach brings forth accurate results through the brainstorming of all parties involved. This approach likely brings forth the most accurate results, however, it takes time and equal effort from all parties (Judge & Kammeyer-Mueller, 2022).

As we see, no method is without issue, however some may be better than others. With that said, by using a mixture of each job analysis can help your organization, even if it might slow the process down and cost more money.

Berman, E. M., Bowman, J. S., West, J. P., & Montgomery R. Van Wart. (2015). Human resource management in public service (6th ed.). Sage Publications.

Judge, T. A., & Kammeyer-Mueller, J. D. (2022). Staffing organizations (10th ed.). McGraw Hill.