# 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
[Job Analysis](https://www.opm.gov/policy-data-oversight/assessment-and-selection/job-analysis/) Context: US personnel management method
 Source checked: 2026-10-07
 Independent editorial summary and source link; the original text is not republished.


## Related personas
  [Project manager](https://personawiki.app/en/personas/manager) · [Labor relations specialist](https://personawiki.app/en/personas/labor-advisor) · [HR specialist](https://personawiki.app/en/personas/hr-manager) · [Recruiter](https://personawiki.app/en/personas/recruiter)

## 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
[Korean source](https://personawiki.app/knowledge/job-analysis)

## API
[JSON document](https://personawiki.app/api/v1/knowledge/job-analysis?lang=en)