ABSTRACT
Job analysis is a necessary first step before recruiting, hiring, training employees, and evaluating their performance. This chapter addresses the main purposes for conducting a job analysis in organizations; the primary methods for collecting job analysis data and the advantages and disadvantages of each; the steps that need to be completed in preparing for a job analysis, such as reviewing sources of job analysis data, preparing subject matter experts, and how to manage the job analysis as an organizational process; some of the main approaches to job analysis such as task-KSA analysis, PAQ, and critical incidents technique; the different sources of job analysis data; what is meant by competency modeling and what it is used for within organizations; the purpose of job evaluation and what it is used for, as well as the issue of comparable worth; key legal and global issues surrounding job analysis; and the current issues and research around job analysis.
