Job Description

● Lists the tasks, duties, and responsibilities for a particular job and specifies the major job
elements, provides examples of job tasks, and provides some indication of the relative
importance of the effective conduct of the job.

Job Specification
● Focuses on the individual who will perform the job
● Indicates the knowledge, abilities, skills, and other characteristics that one must possess

Modeling Competencies and the End

of the Job
● Concept of Job is becoming obsolete
○ Traditional job-analysis methods cannot be applied in modern organizations
● Competency
○ broader than abilities
○ Exists at a deeper level and underlies abilities
● Competencies are identified by a team of top managers who work with
consultants

Legal Issues in Job Analysis

● Federal guidelines on selection include:
○ discussion of the appropriate ways to conduct job analysis
○ careful analysis before establishing the job relatedness of a selection instrument
● Issues regarding accuracy of job-analysis information
○ gender discrimination
○ Creation of autonomous work teams