Job analysis aims to answer questions such as:
When a job analysis is conducted for the purpose of valuing the job (i.e., determining the appropriate compensation for incumbents) this is called "job evaluation." Professionals developing certification exams use job analysis (often called something slightly different, such as "task analysis" or "work analysis") to determine the elements of the domain which must be sampled in order to create a content valid exam. is credited with determining the underlying factors of human physical fitness. Industrial psychologists use job analysis to determine the physical requirements of a job to determine whether an individual who has suffered some diminished capacity is capable of performing the job with, or without, some accommodation. In the fields of human resources (HR) and industrial psychology, job analysis is often used to gather information for use in personnel selection, training, classification, and/or compensation. The human performance improvement industry uses job analysis to make sure training and development activities are focused and effective. Job and task analysis is performed as a basis for later improvements, including: definition of a job domain description of a job development of performance appraisals, personnel selection, selection systems, promotion criteria, training needs assessment, legal defense of selection processes, and compensation plans. The general purpose of job analysis is to document the requirements of a job and the work performed. One of the main purposes of conducting job analysis is to prepare job descriptions and job specifications which in turn helps hire the right quality of workforce into an organization.
This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations. The measure of a sound job analysis is a valid task list. After this, the job analyst has completed a form called a job psychograph, which displays the mental requirements of the job. The process of job analysis involves the analyst gathering information about the duties of the incumbent, the nature and conditions of the work, and some basic qualifications. Job analysis provides information to organizations that helps them determine which employees are best fit for specific jobs. Job analysis (also known as work analysis ) is a family of procedures to identify the content of a job in terms of the activities it involves in addition to the attributes or requirements necessary to perform those activities.