1) What is Job Analysis?

Job Analysis is a process to identify and determine in detail the

particular job duties and requirements and the relative importance of these duties for a
given job. Job Analysis is a process where judgments are made about data collected
on a job.

2) Why is Job Analysis performed?

Job Analysis is used to show the relatedness of employment

procedures used by the employer.

3) What is the purpose of Job Analysis?

The procedures supported by job analysis include:

 Training
 Personnel Selection
 Job Evaluation, and
 Performance Appraisal

4) Who conducts Job Analysis?

Job Analysis may be conducted by the employer's Human Resources

department or by a trained Job Analyst/Consultant.

5) What steps are involved in conducting Job Analysis?

The steps to conduct a Job Analysis are outlined below:

 Identify the Job(s) to be analyzed.

 Determine the procedures to be used (methods) in collecting job data.
 Implement the job analysis methods.
 Review the data collected through Job Analysis.
 Summarize and document the data collected.
 6) Who is involved in a Job Analysis?

The Job Analysis may be conducted by a member of the employer's

Human Resources department. This analysis may be in conjunction with the job
incumbent (if the position is not vacant), the incumbent's supervisor, and possibly
subject matter experts (SMEs).

7) What are the products of a Job Analysis?

A job description is the main product of a job analysis .

8) What methods are used for Job Analysis?

The main methods of job analysis are:

 Interviews
 Questionnaires
 Observation.

1) What is the Critical Incident Technique?

This method of Job Analysis focuses on identifying the critical incidents that
distinguish satisfactory workers from unsatisfactory workers. This is based on the theory that
certain tasks are crucial to satisfactory job performance, while others are not .

2) What is Functional Job Analysis?

Functional Job Analysis (FJA) was used by U.S. Employment Service

job analysts to classify jobs. The most recent version of FJA uses seven scales to
describe what workers do in jobs: (1) Things, (2) Data, (3) People, (4) Worker
Instructions, (5) Reasoning, (6) Math, and (7) Language.