1. Job analysis is data collection activities carried out by collecting and processing data and
then presenting results in the form of systematic, precise, and clear information which can
later be used in various human resource management activities.
Job description is a statement, explanation and written information regarding the
characteristics of a position or job (duties, responsibilities, working conditions, job relations
and job aspects) that are clearly and regularly prepared and must be carried out by
employees in an organization or company.
2.
● Job title is meaningless
● Job specifics are not clear
● No consistency across the organization
3. Decide how to use the information, as this will determine what data is collected and how it
is collected. Review relevant basic information, such as organizational charts, process
charts, and job descriptions. Choose a representative position. Analyze the job by collecting
data on job activities, required employee behavior, working conditions, and human traits and
abilities required to perform the job. Verify job analysis information with the worker
performing the job and with the worker’s direct supervisor. Create job descriptions and job
specifications.
Job analysis helps organizations to make appropriate changes in the organizational
structure, so as to suit the needs and requirements of the organization. It can help to select a
