Job analysis is the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization.

A job consists of a group of tasks that must be performed for an organization to achieve its goals.

A job is the collection of tasks and responsibilities performed by one person; there is a position for every individual in an organization.

Job analysis provides a summary of a job’s duties and responsibilities, its relationship to other jobs, the knowledge and skills required, and working conditions under which it is performed.

Job analysis is performed on three occasions.

All areas of staffing would be haphazard if the recruiter did not know the qualifications needed to perform the various jobs.

The body of the job description delineates the major duties to be performed.

Job descriptions are required to specify elements of the job that endanger health or are considered unsatisfactory or distasteful by the majority of the population.

The zero-base forecasting approach uses the organization’s current level of employment as the starting point for determining future staffing needs.

In the zero-base approach to forecasting, each successive level in the organization, starting with the lowest, forecasts its requirements, ultimately providing an aggregate forecast of employees needed.

Simulation assists managers by permitting them to ask many what if questions without having to make a decision resulting in real-world consequences.

A requirement forecast is an estimate of the numbers and kinds of employees the organization will need at future dates in order to realize its stated goals.

Determining whether the organization will be able to secure employees with the necessary skills, and from what sources, is called a requirement forecast.

A human resource management information system (HRMIS) is any organized approach for obtaining relevant and timely information on which to base human resource decisions.