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Methods of job analysis
of job job analysis methods can be categorized into four basic types: 1 observation methods; 2 interview techniques; 3 questionnaires including job inventories or checklists. this section describes and discusses these methods. observation methods observation of work activities and worker behaviors is a method of job analysis which can be used independently or in combination with other methods of job analysis. three methods of job analysis based on observation are: 1 direct observation; 2 work methods analysis including time and motion study and micromotion analysis; and 3 the critical incident technique. though they employ the same method these methods differ in terms of who does the observing what is observed and how it is observed. direct observation. using direct observation a person conducting the analysis simply observes employees in the performance of their duties recording observations as they are made. the observer either takes general notes or works from a form which has structured categories for comment. everything is observed: what the worker accomplishes what equipment is used what the work environment is like and any other factors relevant to the job. direct observation methods have certain natural limitations for job analysis purposes. first they cannot capture the mental aspects of jobs such as decision making or planning since mental processes are not observable. second observation methods can provide little information relating to personal requirements for various jobs because this kind of information is also not readily observable. thus observation methods provide little information on which to base job specifications. work methods analysis. a sophisticated observation method work methods analysis is used to describe manual and repetitive production jobs such as factory or assemblyline jobs. these methods are used by industrial engineers to determine standard rates of production which are used to set pay rates. two types of work methods analysis are time and motion study and micromotion analysis. in time and motion studies an industrial engineer observes and records each activity of a worker using a stopwatch to note the time it takes to perform separate elements of the job. micromotion analysis uses a movie camera to record worker activities. films are analyzed to discover acceptable ways of accomplishing tasks and to set standards relating to how long certain tasks should take. such data are especially useful for developing training programs and setting pay rates. critical incident technique. the critical incident technique involves observation and recording of examples of particularly effective or ineffective behaviors. behaviors are judged to be "effective" or "ineffective" in terms of results produced by the behavior. the following information should be recorded for each "critical incident" of behavior: 1 what led up to the incident and the situation in which it occurred; 2 exactly what the employee did that was particularly effective or ineffective; 3 the perceived consequences or results of the behavior; and 4 a judgment as to the degree of control an employee had over the results his or her behavior produced to what degree should the employee be held responsible for what resulted?. the critical incident method differs from direct observation and work methods analysis in that observations of behavior are not recorded as the behavior occurs but only after the behavior has been judged to be either particularly effective or ineffective in terms of results produced. this means that a person using the critical incident method must describe a behavior in retrospect or after the fact rather than as the activity unfolds. accurate recording of past observations is more difficult than recording the behaviors as they occur.
Need sample for invitation letter for observation
Good morning could any body please provide for me sample for observation letter we recruit an employee for observation for 2 weeks without salary i want a letter regarding to this matter thanking you. regards sg
Job analysis
Hiplease find below the collected precise information on the concept of job analysis job 61692; job analysis is the process of determining and recording tall the pertinent information about specific job including the tasks involved the knowledge and skill set required to perform the job responsibilities of the job and the abilities required to perform the job successfully job analysis is a recording of all activities involved in a job and the skill and knowledge requirements of the performer of the job. job analysis plays a key role in designing and managing the performance appraisal system in an organization. job analysis helps in identifying the key responsibility areas kras for a position and then setting the goals or objectives for the appraisal period.process of job analysis  information gatheringinfo on orgnl. structure i.e. the role of job in relation to other jobs in the orgn. the detailed description of the activities and responsibilities involved in the job jobspecific competency determinationbased on the study and observation the competencies required for the job are identified. this can also be done with inputs from the employees in the jobs being analyzed. developing a job descriptiona description of the tasks responsibilities duties and functions of the job is prepared. this forms the job description. developing a job specificationthe job specification provides a complete list of competencies and qualifications required to match the job description. this is also prepared based on study comparison or direct inputs from the jobholders.methods of job analysis  observation method individual interview method group interview method questionnaire method technical conference methodbyecrkcrk.mbahryahoo.com"methodbyecrkcrk.mbahryahoo.com
Art of observation..
Hi all i have attached a ppt based on small observation hope it will be interesting regards rudresh
Methods of training need analysis
Hi i have to submit a write up on methods of analyzing training needs. i have identified till now : observation performance appraisal interview & questionnaire. can you suggest some more techniques with a small explanation of how it is carried out. thanks
Perception vs observation
What is the major difference between perception & observation