In this method, the employee is given structured questionnaire to fill in, which are then returned to the supervisors. The supervisor, after making the required and necessary corrections in the information contained in the questionnaire, submits the corrected Checklists:
The checklist method of job data collection differs from the questionnaire method in the sense that it contains a few subjective questions in the form of yes or no. The job holder is asked to tick the questions that are related to his/her job. Checklist can be prepared on the basis of job information obtained from various sources such as supervisors, industrial engineers, and other people who are familiar with the particular job.
Once the checklist is prepared, it is then sent, to the job holder to check all the tasks listed in the list he/she performs. He/she is also asked to mention the amount of time spent on each task by him/her and the type of training and experience required to do each task. Information contained in checklist is, then, tabulated to obtain the job-related data.
Like questionnaire method, the checklist method is suitable in the large organisations wherein a large number of workers are assigned one particular job. Since the method is costly and, therefore, is not suitable for small organisations.
In this method, the employee is given structured questionnaire to fill in, which are then returned to the supervisors. The supervisor, after making the required and necessary corrections in the information contained in the questionnaire, submits the corrected Checklists:The checklist method of job data collection differs from the questionnaire method in the sense that it contains a few subjective questions in the form of yes or no. The job holder is asked to tick the questions that are related to his/her job. Checklist can be prepared on the basis of job information obtained from various sources such as supervisors, industrial engineers, and other people who are familiar with the particular job.Once the checklist is prepared, it is then sent, to the job holder to check all the tasks listed in the list he/she performs. He/she is also asked to mention the amount of time spent on each task by him/her and the type of training and experience required to do each task. Information contained in checklist is, then, tabulated to obtain the job-related data.Like questionnaire method, the checklist method is suitable in the large organisations wherein a large number of workers are assigned one particular job. Since the method is costly and, therefore, is not suitable for small organisations.
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