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A job analysis essentially determines what the role does, this then leads on to providing information which is used to determine the job size for remuneration decisions, writing of the job description, minimum qualification levels required, and other information which will inform the recruitment and selection processes.  For example, does the job require specialist knowledge that could only be gained through having a degree (medical intern or assistant accountant), a combination of a degree and suitable experience (a medical surgeon, registered psychologist), or is experience the primary requirement for the role (maintenance officer, team leader, executive assistant).  These aspects and many more are determined through the job analysis process.

Finn Bartram
By Finn Bartram

Finn is an editor at People Managing People. He's passionate about growing organizations where people are empowered to continuously improve and genuinely enjoy coming to work. If not at his desk, you can find him playing sports or enjoying the great outdoors.