Job analysis

Investigate tasks, required competencies and the relationship between them to establish grounds for selection and personnel decisions.

Method · Organization and HR

Core concepts

• Tasks: actual work and its conditions
• Competencies: capabilities needed to perform tasks
• Linking evidence: why a requirement is necessary for the work

Application

Use job analysis to prepare job descriptions and hiring requirements or clarify responsibilities when assignments change.

Limitations and jurisdiction

Identical job titles can involve different tasks. Old analyses may not reflect current work; a job is not equivalent to a person’s worth.

Editorial perspectives

• Current performance: establish present tasks and essential requirements.
• Changing roles: distinguish planned work changes from requirements that can be learned.

Sources

U.S. Office of Personnel Management · Official job analysis guidance

Context: US personnel management method

Source checked: 2026-10-07

Independent editorial summary and source link; the original text is not republished.

Related personas

Translation status

Editorial English translation of the Korean edition. No professional translation or occupational expert review has been completed. Translation does not change the source jurisdiction.

Translation prepared: 2026-10-09 · Source fingerprint: kb-a9e42d3af73e7134

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