Job Analysis is the core function of valid, defensible and effective human resource endeavors. Its key applications establish and document the appropriateness of employment procedures such as selection, training, and performance appraisals.
Selection Procedures Job Analysis can be used in selection procedures to identify or develop:
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Competencies/knowledge, skills and abilities for advertisements of vacant positions
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Minimum standard requirements for screening applicants
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Structured interview questions
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Selection tests/instruments (e.g., written tests; oral tests; assessment centers)
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Applicant appraisal/evaluation forms
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Orientation materials for applicants/new hires
Compensation Job Analysis can be used in compensation to identify and determine:
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Job clusters
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Skill levels
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Work environment
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Responsibilities
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Staff & executive compensation models
Determining Training Needs Job Analysis can be used in training, hiring and needs assessment to identify or develop:
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Needed training content
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Valid assessments to measure effectiveness of training
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Performance evaluations for promotions and training needs
Performance Review Job Analysis can be used in performance review to identify or develop:
