Merits and Demerits of Questionnaire Method for Job Analysis

Home Articles Merits and Demerits of Questionnaire Method for Job Analysis

The job analysis is a vital process for every organization and the main reason why is it necessary is that every organization needs a written record of the duties and responsibilities of the tasks which are performed by the employees in different departments. Thee data which is produced after analyzing the duties and skill sets required for a job is used by various other functions such as training and development, performance management, recruitment and selection and many other also.

In the process of job analysis, the main duty of the managers is to collect as much data regarding a particular job. There are different techniques which are employed to gather the information for analyzing the tasks and responsibilities of a job. Primary among these techniques are observation method, interviewing, work sampling, the daily reports and questionnaires etc.


The questionnaire technique is used for collecting first-hand the data regarding a job and its specifications. In this method, the employees have to give their feedback with the help of a questionnaire which is designed for this purpose. The managers should construct a suitable and readily understood questionnaire so that they can gather the correct information.

The questionnaire consists of different questions which the employees have to answer, and the managers will analyze the duties which need to be fulfilled for completing a particular job. Therefore, it is highly essential that every question of the questionnaire should give any information regarding the job in question.


  • The most important benefit of gathering data with a questionnaire is that it helps the managers to get opinion and results from a large number of employees at the same time.
  • The managers can collect information in bulk, and that saves time for them.
  • The efforts of collecting the data minimize considerably with the help of this technique.
  • Less time is required to circulate the questionnaire among all the employees and get back the results from them.


  • The main disadvantage of this method of collecting data is that there are high chances of biasedness in the responses of the employees. If the employees do not like to do a particular task and then they might not consider it essential. This can give rise to ambiguousness, and it will result in the wrong analysis of the duties of the job.
  • The opinion of the employees can be influenced by other employees and even by their personal beliefs also, and it can result in the wrong selection of the duties.
  • The questionnaire method also needs validated and correct questionnaire, and for constructing it, the manager should have high expertise in this area. If the questions are not related to the actual job in question, it will automatically lead to wrong results.
  • Sometimes the employees do not understand that why the HR department is doing this survey, and they take it as a performance appraisal tool. This also alters the results a lot as the employees refrain themselves from providing correct answers.

Due to these problems which can arise in the questionnaire method, the HR department also uses other methods along with this technique. The data collected with various job analysis techniques are used in appraising the employees. There are several methods which are used by the organizations these days for evaluating the performance, and you can read about them in “The Modern Methods of performance appraisal in the organization.” This article will give you an insight into the currently popular performance appraisal methods in companies.