Abstract
Job analysis is invariably mentioned as a part of industrial/organizational activities, but the treatment rarely matches the acknowledged importance. While the amount of research on job analysis methods has increased dramatically in the past decade several critical issues remain unresolved. The EEOC Selection Guidelines have increased the dependence on the process and results of job analysis with respect to personnel selection and especially content validation. In the absence of research which defines the necessary and sufficient job analysis method a multi‐method approach using both task‐and worker‐methods is strongly recommended.
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