ABSTRACT
A position analysis is basically a study of the duties and responsibilities assigned to a job and the technology or technologies that must be utilized in order to contribute to the work of the organization. Managers will either do position analyses themselves or work with a consultant or personnel specialist. Like many other aspects of human resource management, job evaluation can be done intuitively. Medium- to large-scale employers, however, rely on intuition at the risk of being inconsistent and ineffective. Position analyses that use a factor system—such as that described earlier in this chapter—provide a sound base for systematic job evaluation. One can conduct job evaluations of positions, classifications, or classification series. When a classification is the unit of analysis, the common approach is to identify a benchmark position to represent the whole classification. When the classification series is the unit of analysis, then a benchmark position in the objective level of the series can be used.
