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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.

A job analysis technique that requires employees to record their daily activities, which are then reviewed to understand the job requirements.

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

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

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 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.

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