As their management consultant, we recommend using both quantitative and qualitative methods

for job analysis. And both the methods and suggestions are listed below:

Quantitative methods

This method can be used for job analysis, whereas the data is collected using facts to define the role
and responsibilities in the job and tasks to be performed. Some of the quantitative methods that we
suggest are:

 Task inventory analysis: This method entails compiling a list of duties related to a specific
position before requesting subject matter experts (SMEs) to rank the importance of each
duty. A Likert scale or another type of rating scale can be used to gather the ratings. The
outcomes can then be used to determine the most crucial responsibilities of the job and a
more detailed job description.
 Critical incident technique: This method entails gathering in-depth descriptions of
workplace incidents, analyzing the incidents, and identifying the essential duties, behaviors,
and abilities needed for effective job performance. Interviews with the current and past
employees on the incidents they overcame during work can be used to gather information
to develop the job description.
 Work sampling: This method entails watching employees over time while noting the duties
they complete, the amount of time they spend on each task and how frequently they
complete each task. So, this data would help Pierre and Jennifer to identify the most crucial
job duties with the knowledge, skills and abilities needed to complete them.
 Functional job analysis: This approach divides a task into three elements: data, people, and
things. The information used by the employees to execute the job is referred to as the data
element. The people element refers to the interactions the employees have with other
people, and the things element refers to the actual tools and supplies used in the job. The
relative significance of each element can then be evaluated, revealing details about the
character of the position and the abilities necessary for the job.
Qualitative methods

The qualitative methods for job analysis typically involve gathering information about a job through
interviews, observations, and other non-quantitative data collection techniques. Some common
qualitative methods used for job analysis include:

 Interviews: Interviews are a reliable method of finding out qualitative information about a
position. It could comprise engaging current workers or subject-matter experts about the
duties, competencies, and expertise needed to perform a particular position.
 Focus groups: Focus groups involve bringing together a group of employees who carry out
comparable job functions to hear their experiences and get their opinions on the tasks
they perform, the workplace environment, and other work-related concerns.
 Observations: The employees are observed directly as they perform their job tasks to gain
a better understanding of the skills, knowledge, and competencies required for the job.
 Job shadowing: It involves monitoring an employee as they carry out their duties and
making notes about their interactions, activities, and completed tasks.
 Task analysis: It means dissecting a job into its individual tasks and examining each one to
determine the abilities, knowledge, and skills needed to complete it.
 Critical incident technique: This technique involves gathering information on significant
situations that take place while doing work-related duties. It helps to determine specific
occurrences that demand a certain aptitude or expertise.

Overall, qualitative methods can provide rich and detailed information about jobs and can be useful
for identifying areas for improvement, developing job descriptions, and designing training programs.