To: Head of the department
From: Jade Scerri
Subject: Job Analysis
Date: November 2014

I am going to explain why job analysis is important, the principles and purpose of job analysis and then detail the comparisons of 3 different job analysis methods.

Job analysis plays a major role in organisations. The primary reason an organisation will perform a job analysis is to ensure the correct and essential information is included in the job description. This will assist with: recruitment and selection - it provides a list of job duties that can be used in job advertisements as well as a list of candidate requirements. It can help when deciding on salary and help devise suitable interview questions/tests. performance evaluation/appraisal - job analysis is done to review job goals and objectives and helps assess if they are being met or not. The overall employee performance is measured and they are appraised accordingly. training and development - they can be used to assess the training and development needs of employees. It identifies gaps in employees knowledge and therefore helps when deciding training content, required tools and equipment and what method of training to use. job designing/redesigning - a job analysis helps organisations make suitable structure changes. Duties are either added or deleted from the job. This may also assist when deciding on redundancies.

After conducting a job analysis you should be able to determine what an employee is expected to do, how the job should be best performed and identify what skills and qualities the post holder must possess. It will also help you identify how the tasks/jobs should be organised, how the role connects to other jobs and how many employees are needed for that job.

Below are the three different job analysis methods and the comparisons between them.
Direct Observation
The person conducting the job analysis will simply observe the employee perform their duties and record what the worker accomplishes, what tools/equipment are used and any other relevant