What is the basic rule in selecting a data collection method for job analysis?

Selecting a method for data collection in job analysis should be primarily guided by the specific objectives of the analysis itself. The correct choice emphasizes the importance of alignment between the data collection method and the goals of the job analysis. Different methods may serve distinct purposes or yield varying levels of detail and accuracy depending on the job's complexity, the context of the work environment, and the type of information needed. For instance, qualitative methods may be more suitable for understanding job intricacies, while quantitative methods might be better for measuring performance metrics.

In contrast, focusing on complexity or the history of previous methods may not ensure that the chosen method meets current needs effectively. Choosing a method simply because it takes less time may compromise the quality of the data collected and, ultimately, the usefulness of the analysis. Therefore, the fundamental principle is to prioritize the method that best serves the analytic objectives to provide meaningful results for job design, evaluation, or training needs.