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job analysis systematic process of determining skills, duties, and knowledge required for performing jobs in an organization. Job a group of tasks that must be performed for an organization to achieve its goals. they are identical as to their major TDRs position the collection of TDRs performed by one person; there is a position for every individual in an organization Job Analysis Methods 1.Observation 2.Work Samples 3.Interview 4.Questionnaire KSAs knowledge, skills and abilities AKA attributes TDRs what worker does, mental and physical. Tasks, duties and responsibilities Job analysis information 1.what worker does 2.attributes required 3.why work is done 4.what must be performed 5.how the job will be performed 6.when and where work is done 7.authority relationships 8.working conditions 9. job end results job analysis decisions 1.set objectives 2.determine which jobs to analyze 3.who will perform the job analysis 4.sources of data Job analysis implementation process 1.Planning/organization stage 2.Do It Stage 3.Use It Stage Planning/Organization stage why, who, what, when, where, how Do It Stage conduct job analysis- collect job info Use It Stage Meet the purpose and develop job description job description a written record of duties and responsibilities of a specific job compiled through job analysis. statements that identify and describe scope and contents of a job but not all the details. outline of essential functions and major duties and employee specification updating JA and JD when: 1. assign a new incumbent to a job 2. changes are made in a product of outputs provided by work unit or individual 3. intro of new equipment 4. reorganization of work unit 5. implementation of a new pay system 6. new responsibility is added to a job total cost of JA Direct: copying, computer Indirect: time spent by HR, supervisors and incumbents Perceived benefits of JA employment stability, job performance, good citizenship behaviors