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t. e. Job analysis (also known as work analysis [1]) is a family of procedures to identify the content of a job in terms of the activities it involves in addition to the attributes or requirements necessary to perform those activities. Job analysis provides information to organizations that helps them determine which employees are best fit for ...
Functional job analysis (FJA) is a method of job analysis that was developed by the Employment and Training Administration of the United States Department of Labor. FJA produces standardized occupational information specific to the performance of the work and the performer.
A job safety analysis ( JSA) is a procedure that helps integrate accepted safety and health principles and practices into a particular task or job operation. The goal of a JSA is to identify potential hazards of a specific role and recommend procedures to control or prevent these hazards. Other terms often used to describe this procedure are ...
Position analysis questionnaire ( PAQ) is a structured job analysis questionnaire that evaluates the skill level and basic characteristics required of workers to successfully execute the tasks, duties, and responsibilities of a job. The PAQ was developed at Purdue University by McCormick, E.J., & Jeanneret, and Mecham in 1969.
Occupational Information Network. The Occupational Information Network ( O*NET) is a free online database that contains hundreds of job definitions to help students, job seekers, businesses and workforce development professionals to understand today's world of work in the United States. It was developed under the sponsorship of the US ...
Job description. A job description or JD is a written narrative that describes the general tasks, or other related duties, and responsibilities of a position. It may specify the functionary to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, information about the equipment, tools ...
A hazard analysis is one of many methods that may be used to assess risk. At its core, the process entails describing a system object (such as a person or machine) that intends to conduct some activity. During the performance of that activity, an adverse event (referred to as a “ factor ”) may be encountered that could cause or contribute ...
Job performance, studied academically as part of industrial and organizational psychology, also forms a part of human resources management. Performance is an important criterion for organizational outcomes and success. John P. Campbell describes job performance as an individual-level variable, or something a single person does.