Job analysis and job design are two very important systematic processes used within an organization to determine future members of the workforce. Job analysis is a process used to identify and determine in detail the particular job duties, requirements, and the relative importance of these duties for a given position. It is also used to establish and document the ‘job relatedness’ of employment procedures such as training, selection, compensation, and performance appraisal.

There are several methods used for job analysis, but data is mainly collected from incumbents through interviews, observation, qu

Job design is also an important function that HRM uses in the job development process. Developing an effective job analysis and description of duties is important for an organization. A job description should include information on the job title, summary describing purpose of position, equipment required to perform job, working environment, and activities. Thorough job descriptions provide both the employer and employee with a record of expectations and responsibilities for the position.

3. Questionnaires – (JAIF) – permits job analyst to collect information that provides a thorough picture of the job, job duties, and requirements; permits job incumbents to use their own words and ideas to describe the job.

2. Interviews – conducted with a single job incumbent, with a group of individuals, or with a supervisor who is knowledgeable about the job; structured set of questions are used so that answers can be compared.

1. Observation – used for jobs that require manual, standardized, and short-job-cycle activities; observe sample of individuals performing job.

estionnaires, and job logs that produce a description of specifications of the position. Here is a list of the methods and a brief description of when to use them:

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