ABSTRACT
Job analysis serves many purposes for researchers and organizations, including selection and assessment of personnel, comparing jobs, setting salaries, job redesign, and advancing understanding of the knowledge, skills, abilities, and other attributes that are associated with job performance and other work-related outcomes. Jobs are typically described as an assortment of tasks that must be performed in order to successfully fulfill the duties and functions assigned to a given position in an organization (Cascio & Aguinis, 2005; Gael, 1983). Individuals who perform the same tasks and duties to fulfill similar functions are said to hold the same job which can be described by a single job analysis (Gael, 1983; McCormick, 1979). Because jobs vary from organization to organization with regard to the exact tasks that are performed by job incumbents and because some jobs can involve a wide variety of tasks, it becomes difficult for job analysts to provide a comprehensive, yet concise, description of jobs based on task statements that transfers across locations, organizations, and time (Fleishman & Mumford, 1988).
