Job Analysis refers to various methodologies for analyzing the requirements of a job. The main purpose of conducting job analysis is to prepare job description and job specification which in turn helps to the hire right quality of workforce into the organization. The general purpose of job analysis is to document the requirements of a job and the work performed.
Job and task analysis is performed as a basis for later improvements, including: definition of a job domain describing a job developing performance appraisals, selection systems, promotion criteria and compensation plans. In the fields of Human Resources (HR) and Industrial Psychology, job analysis is often used to gather information for use in personnel selection compensation.
The field of vocational rehabilitation uses job analysis to determine the physical requirements of a job to determine whether an individual who has suffered some diminished capacity is capable of performing the job with accommodation. In job analysis conducted by HR professionals, it is common to use more than one of these methods.
Professionals developing certification exams use job analysis often called something slightly different such as task analysis to determine the elements of the domain which must be sampled in order to create a content valid exam. When a job analysis is conducted for the purpose of valuing the job interviews information such as duty statements or classification specifications.