The most effective method of collecting job analysis information for the role of salesperson will be a

combination of observation and Questionnaire.

The organization has employees working in vacant roles currently (Ex: The existing Web Designer),
which will be a great benefit for the management, as they can observe the roles and responsibilities
of the current employee to target the most potential applicant.

The existing content manager could also assist in drafting the job analysis of the salesperson position,
as they are familiar with the competitive landscape, existing learning institutions that provide
content and provide insights about customers.

Adding to this, preparing an open-ended Questionnaire will support the details composed using
observation. Managers fill out the questionnaires prepared regarding the skills necessary for the job.
HR compiles the answers and publishes a composite statement of job requirements. This method
produces reasonable job requirements with input from employees and managers and helps analyse
jobs with limited resources.
The most efficient way to get data for the job analysis we’d advise is

1. Observation
2. Questionnaire

Observation:

Through observation method we can directly observe the existing employees of Learninmotion
performing their job tasks and that observations are translated into the required KSAs i.e knowledge
skills and abilities Observation provides a realistic view of the job's daily tasks and activities and
works best for short-cycle production jobs

Questionnaire:

Next recommended method is the commonly used job analysis method. Questionnaire method!. It is
simple but perfect. open-ended Questionnaires shall be filled by managers, supervisors, and existing
employees. By speaking directly with jobholders, supervisors, we can get more information on a
variety of topics. The structured questionnaire must cover all job-related tasks and behaviours. Each
task or behaviour should be classified according to its importance, complexity, frequency, and
relationship to total performance. Jobholders should be asked to rate the various aspects of their
jobs and convey their results on paper. The ratings thus gathered are next scrutinized to determine
the real job requirements.

The fact that the company currently has employees filling open positions will be very advantageous
to management since it will allow them to study the duties and responsibilities of the current
employee and focus on the most qualified candidates.

Employees are directly observed performing job tasks, and observations are translated into the
necessary KSAs for the job. Observation provides a realistic view of the job's daily tasks and activities
and works best for short-cycle production jobs.

The questionnaire method is perhaps the most commonly used job analysis method. The jobholders
are given a well-designed questionnaire to elicit essential job-related information. The
questionnaires are given to supervisors once they have been completed. By speaking directly with
jobholders, supervisors can get more information on a variety of topics. The methods effectiveness is
dependent on several factors. The structured questionnaire must cover all job-related tasks and
behaviors. Each task or behavior should be classified according to its importance, complexity,
frequency, and relationship to total performance. Jobholders should be asked to rate the various
aspects of their jobs and convey their results on paper. The ratings thus gathered are next scrutinized
to determine the real job requirements.
Adding to this, preparing an open-ended Questionnaire will support the details composed using
observation. Managers fill out the questionnaires prepared regarding the skills necessary for the job.
HR compiles the answers and publishes a composite statement of job requirements. This method
produces reasonable job requirements with input from employees and managers and helps analyse
jobs with limited resources.