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1: What Items Are Typically Included in the Job Description?

2: What is job analysis?

3: We discussed several methods for collecting job analysis data.

Compare and contrast these methods.

4: Describe the types of information typically found in a job specification?

5: Explain how you would conduct a job analysis?

6: Do you think companies can really do without detailed job description? Why or why not?


1: The items in the job description are:

Job summary- it includes the description of the work the position demands and the kind of duties that the individual is expected to perform. The job summary is extremely essential for the job seekers to understand the nature of the work.

Qualifications- it includes the education and work experience that the job position requires. It also includes certain physical requirements if needed.

Skills- it includes the different skills that need to be exercised by the employee. These skills can be interpersonal, communication, leadership and business skills.

Personal qualities- the qualities of the potential worker are included in this category. This explains the behavior, ability, demeanor and professionalism in the job execution. (Johnston, 2015)

2: Job analysis is the series of procedures that are required to identify the characteristics of the job with respect to the activities involved, requirements of the job. Through the procedure of job analysis the organizations are able to select and hire the appropriate employee who is considered to be fit for the job. The job analysis also helps the analyst to determine the task in the job, execution of the work and the related human qualities that are required to deliver the work in time.


3: There are several methods of collecting data for job analysis:

Interviews- individuals are questioned face-to-face about their perspective of the job.

Questionnaire- It is a quick and efficient way to collect data regarding the job by a series of questions.

Observations- if the work is of physical terms then direct observation can be made to assess the changes in the worker.

Quantitative Techniques- this includes Position Analysis Questionnaire, Department of Labor Procedure and Functional analysis of job. This helps to collect relevant data in a structured and systematic way.

Out of the four methods the interview method is the most simple and easy whereas the method of questionnaire is expensive as well as time consuming.

4:  The information in the job specification must include human traits and the required experience for the execution of the job. It also includes education, relevant skills, behavior and personality, years of work experience etc.

5: To conduct job analysis we require six steps which are:

  1. Determining how the information acquired for job analysis would be utilized and how the information can be collected.

  2. Background information of the organization must be collected like process charts job descriptions etc.

  3. Choose the representative positions that need to be analyzed.

  4. Extract the information related to the job analysis.

  5. Information collected must be reviewed with the participants.

  6. Evaluate the job description and the job specification.

6: The job description is needed in the company as it helps to define the work and task that are required to be performed; it also helps to inter-relate the current job with other positions and can remove work redundancy, it helps to depict the transparency regarding the expectation of the job, it helps to increase the productivity of the employees and they are able to deliver work efficiently. (Getting prescribing in job description, 2005)



Getting prescribing in job description. (2005). Nurse Prescriber.

Johnston, K. (2015). What Items Are Typically Included in the Job Description? | eHow. [online] eHow. Available at: [Accessed 13 Mar. 2015].

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