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An organization can be viewed as a pattern of roles and a blueprint for their coordination. The analysis of work
and roles represents such a blueprint, for individual jobs are the basic building blocks necessary to achieve
broader organizational goals. The objective of job analysis is to define each job in terms of behaviors
necessary to perform it.

Job analysis methods assumed that jobs were not changed by the individuals performing them or by time or
situational factors. Thus narrative descriptions of job activities were emphasized. More recent job analysis
techniques recognize job dynamics and attempt to describe jobs in worker-oriented terms. The latter
approach not only provides a basis for establishing common behavioral requirements across jobs, but also
aids in the identification of the personal qualities necessary for success in a given job.
Job analysis provides a deeper understanding of individual jobs and their behavioral requirements and, therefore,
creates a firm basis on which to make employment decisions. It provides the primary basis for defining the
content domain of the job. It provides and understanding of the organization¶s needs as they relate to the
selection problem so that the researcher can formulate sound hypotheses about relationships among
predictors and criteria.

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