Chapter 5 Questions
1. What is a job analysis? Why should a company perform job analysis for the organization's jobs?
Job Analysis refers to the various methods that are used to analyze the requirements of the job. Two tools used for this include the job description and mission statement of an organization. Organizations should always perform job analysis for their jobs to ensure their employee selection is valid and defensible; thus accurately measuring the requirements of the job itself in a fair and reliable way. Essentially, a valid selection procedure should effectively measure whether or not the applicant’s qualifications match those that are needed for the job, and not much more or less.

2. Describe three major methods or techniques that organizations use for job analysis process.
Three major techniques utilized by organizations and companies in the job analysis process include Narrative Job Analysis, Task-Analysis Inventory, and the Position Analysis Questionnaire. Narrative Job Analysis is a narrative or descriptive set of information about a particular job or position within an organization. The quality of the information contained in the description typically depends on the writing skills of the analyst. Task-Analysis Inventory refers to a set of methods with the goal of analyzing all the tasks performed in the focal job. Once a list of tasks is developed for the job, an analyst will evaluate each task on things such as amount of time spent, frequency, etc. The Position Analysis Questionnaire is a standardized job analysis instrument consisting of 194 items that reflect work behavior, working conditions, and job characteristics that are assumed to be generalizable across a wide variety of jobs.

3. What is a job description? What should be included in a job description? (Be sure to explain the important elements of a job description.
A job description is a formal account of an employee’s responsibilities. It must be relevant and up to date, for by nature job descriptions are legally binding. It should include an accurate description of the required duties for the position, as well as working conditions.

4. Are there circumstances when managers might choose not to have job descriptions or job specifications? Explain.
As a job description is a legally binding document, small businesses may choose to opt out of writing a job description that could get them in legal hot water. They may also be adapting and changing with the times at a rapid pace; thus job descriptions may become inaccurate quickly. Most businesses and organizations however do have some sort of job description and job specifications written out for management and analytical purposes. With that being said, there aren’t many reasons I can think of as to why an organization would not want a job description.