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A quantitative method for classifying jobs, based on types and levels of responsibility for data, people, and things. It results in detailed job descriptions.

An approach to job analysis that identifies the key tasks and responsibilities involved in performing a job through the generation of an inventory list.

A qualitative method of job analysis that focuses on identifying and describing specific events where a worker did something particularly effective or ineffective.

A structured questionnaire that measures job characteristics and relates them to human characteristics. It quantifies data collected about job tasks.

A job analysis technique that focuses on the attributes necessary to perform the job and not on the job itself. It identifies KSAOs (Knowledge, Skills, Abilities, and Other characteristics).

A process that identifies the necessary skills, knowledge, abilities, and behaviors that support a firm's goals and culture, leading to the creation of a competency framework.

A job analysis technique where employees are allowed to shape, mold, and redefine their job. This can lead to higher job satisfaction and employee engagement.

A job analysis technique involving the direct observation and recording of a worker's behavior to identify job elements and tasks.

A traditional approach to job analysis where employees are interviewed to collect information about their job tasks and experiences.