Job Analysis is a process which used by professionals in the field of HUMAN RESOURCES and INDUSTRIAL PSYCHOLOGY to describe the nature of a position or set of views. It can be a thorough, time-consuming process, or it can be relatively quick, depending on the purpose of the user and researcher. Job Analysis may use for collecting the information for use in personnel selection, classification, and compensation.
There are the several techniques to conduct a job analysis and several products that may result. Conventional methods of gathering information about a job include interviews with incumbents and supervisors, questionnaires (structured, open-ended, or both), job observation, and gathering background information such as duty statements or classification specifications.
Job Analysis can result in a description of typical duties, or tasks, performed on the job, as well as reports of the knowledge, skills, abilities, and other characteristics (KSAOs) required to perform those functions. Also, job analysis can uncover tools and technologies commonly used on the job, working conditions (e.g., a cubicle-based environment, outdoor work), and a variety of other aspects that characterise work performed in the position(s).