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Job analysis is a process of systematically collecting, analyzing and documenting the important facts about a job. It seeks to know:
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WHAT A WORKER DOES Duties Tasks
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HOW THE WORKER DOES IT Methods Tools Techniques |
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WHY THE WORKER DOES IT Products Services |
WORKER QUALIFICATIONS Skills Knowledge Abilities Physical Demands |
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In Selection |
Job analysis can provide specific information about the skills, knowledge and abilities required to perform successfully on the job. This information can be used to formulate job-related selection criteria and screening tools such as interview questions. |
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For Classification Purposes |
Job analysis can provide information necessary for classifying positions and for making objective determinations about the relative value of a specific job in comparison with other jobs.
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In Performance Appraisals |
Job analysis can create a detailed, objective description of the position that allows both the supervisor and the employee to have a shared understanding of the job. It can also provide the information necessary to develop concrete performance standards.
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For Planning Career Ladders |
Job Analysis can provide the understanding of a job and it's relation to other jobs needed to initiate career ladder development. |
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For Training Purposes |
Job Analysis can assist in developing objectives, standards and curricula for individual and group training. |
For the most up-to-date information regarding employment and Personnel Policies visit
Campus Human Resources Staff Personnel and Policies homepage.The UCLA Program (Conducting a Job Analysis)
The Campus Human Resource Department has developed a program to assist campus departments in fulfilling their responsibility for conducting job analysis. A primary feature of this program is a job description form for staff positions which allows for the systematic documentation of both duties and tasks and worker qualifications. The routing process of the form is diagramed below:
* UCLA College of Letters and Sciences requires that all requests (reclassifications, establishment of new positions, equity increases and stipends) be submitted to the Assistant Dean of the respective division, or to the Assistant Vice Provost in the case of Honors and Undergraduate Programs. The College Personnel Office is available to assist you in writing job descriptions that are consistent with College policy. (Lianna Anderson, Assistant Dean, Life and Physical Sciences Divisions; Betty Glick, Assistant Vice Provost, Honors and Undergraduate Programs; Marc Mayerson, Assistant Dean, Social Science Division; David Wilson, Assistant Dean, Humanities Division).
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