re of the way the job is perceived within the organization and how individuals are recruited and supervised for that job. Comprehensive job analysis incorporates all three approaches, but many companies rely on only one approach if they perform job analysis at all (Brignac et al, 1996, p. 12).
Ideally, job analysis and design is performed by human resource professionals who consult with internal managers, workers themselves, and who bring external resources to bear in the job design process.
Once the job analysis has been performed, the specifications for the job can
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