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Job Analysis and Description. Job Analysis Defined. Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job. This Analysis Includes:. Identifying tasks/duties performed

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Job Analysis and Description

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Job Analysis and Description

Job Analysis Defined

  • Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job.

This Analysis Includes:

  • Identifying tasks/duties performed

  • Identifying Knowledge, Skills and Abilities (KSAs) required to perform those tasks

The Need for J.A.

  • 1975 Albermarle Paper Co. V. Moody Supreme Court Decision

The Court Ruled That...

  • Job Analysis must be an integral part of any validation study which attempts to demonstrate a relationship between a selection device and job performance.

The Need for J.A.

  • 1990 Americans with Disabilities Act (ADA) Need a systematic method to identify Essential Job Functions

The Uses of J.A. Information

1) Productivity

  • Started with Scientific Management

    • Currently part of Industrial Engineering

  • Job design and redesign efforts

2) Internal Equity and Compensation

  • Identify job-relevant differences for wage and merit increase determination

3) Training and Development

4) Performance Appraisal

5) Recruitment and Selection

Job Analysis Methods

  • The choice is based on..

    • Purpose(s) of J.A.

    • Types of jobs studied

    • Budget Limitations

Most Utilized Methods

Direct Observation

  • The analyst watches job incumbents and records activities.

  • Some sort of follow-up is required to establish essential job functions and KSAs.

Direct Observation...

  • Advantages:

    • First hand knowledge of job requirements

    • Works well with jobs that have a short work-cycle

    • Supplements other data collection methods

Direct Observation...

  • Disadvantages:

    • Does not provide complete information for more complex jobs.

    • May interfere with job performance

    • Time consuming


  • The analyst interviews the incumbent(s) and records their description of job duties and KSAs.


  • Disadvantages:

    • Information only as good as the analyst

    • Time consuming, especially if there are several incumbents

    • Never talk money!


  • Advantages:

    • Allows for personal involvement

    • Allows for immediate follow-up to vague information


  • A survey/questionnaire is distributed to all job incumbents.


  • Advantages:

    • Quick and easy to administer

    • Can get a large amount of information in a short time

    • Allows for employee participation


  • Disadvantages:

    • Quality of information related to the quality of the questionnaire

    • Must have high school reading and writing ability to complete one

    • Often needs follow-up interview or observation

Other Sources of Job Analysis Information

  • Critical Incidents

  • Employee logs or diaries

  • Technical Manuals

  • Training Manuals

Standardized Approaches

Job Descriptions

  • Title

  • Relationships

  • Job Summary

  • Job Content

Job Specifications

  • Often included as part of the job description document

Any Questions?

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