•    Observation: where the researcher watches what needs to be done
•    Self reports: reports are given by the incumbent with the use of logs and diaries
•    Participation: this requires the researcher to do the job
•    Process analysis: Breaking down the activities into parts
•    Structured questionnaire: Checklists to organize.

Worker-oriented methods

These methods focus on the person and his experience and perception as a worker, these methods may include the following activities:

•    Repertory Grid
•    Critical incident technique
•    Interview

Potential problems in Job Analysis

The most basic problem with job analysis is that it may not be entirely accurate, because the information gathered may not turn out to be as good as hoped for and secondly there is a question about its stability in the system over time. These two problems are explained below:

Accuracy

Accuracy in terms of response may be affected because of a number of issues which may include:
•    The informant may not be telling the truth
•    Errors of misunderstanding are likely to occur [cognitive]

o    Difficulty in understanding the job description
o    Over-emphasizing similarities
o    Confirmation by the assessor of their typecasting of the role

•    Organizational context shapes how the job needs to be done
•    Job not being done properly [behavioral]
•    Personal motivation [affective]
•    Distortions may affect perception about the job
•    Personal or political reasons may affect perception about the job

Stability

The following items may affect stability

•    Jobs changing over time
•    Effects of technology
•    Employee determined changes for instance improvements
•    Environmental factors, changes in laws or business climate

So when conducting a job analysis, you need to put as much data together as u can. A job description is the frequent outcome of a job analysis; however different outcomes may include position postings, recruiting plans, advertisements etc for your performance management systems.

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