As we can see, there are different methods for job analysis, each with its own advantages and
disadvantages. It is therefore better and more effective to use a combination of methods rather
than just one. However, for any method it is very important that each step be documented
thoroughly to provide continuity, inform future job analysis cycles, and avoid legal problems.
The most important tangible "products" of the job analysis cycles are job descriptions and job
identifies characteristics of the job to be performed in terms of the tasks,
duties, and responsibilities to be fulfilled. Job descriptions serve as a standard or a benchmark for
many HR matters such as compensation, performance evaluations, training needs assessments,
and promotions. HR must provide each newly hired employee within the organization with a job
description to highlight and stress the organization's expectations for him or her. In return,
employees are expected to fully abide by and satisfy all the job requirements stated in the job
description, and sometimes even exceed them.
It is essential that an organization's job descriptions be created and maintained using a consistent
and systematic approach. This approach can facilitate valid, reliable, and consistent decisions
pertaining to HR matters. It is also critical that job descriptions undergo periodic evaluation and
careful revisions to ensure that they are up to date and truly reflect the nature of the job,
especially in light of today's continuously changing business environment.