JOB  ANALYSIS

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method.  This  method  has  already  been  described.  To
begin  with,  it  makes  a  thoroughgoing  analysis  of  one  job
and  then,  on  the  basis  of  this  study,  selects  a  set  of  tests
which  seem  to  involve  the  same  ability  as  that  required  by
the  job.  These  tests  are  then  tried  out  on  a  large  number
of  workers  whose  ability  is  known  in  order  to  find  those
tests  which  do  this  to  the  highest  degree.  When  tests
which  are  sufficiently  significant  are  found,  the  result  is  a
standard  and  scientifically  accurate  measurement  of
those  specific  abilities  which  are  required  by  that  specific
job.  It  is  unnecessary  to  name  these  abilities  even.  The
qualities  required  by  a  successful  inspector,  for  instance,
need  not  be  called  good  visual  discrimination,  quickreaction
  time,  and  steady  attention.  These  names  are
also  general  and  serve  merely  as  a  starting  point.  The
requirements  of  this  job  may  be  stated  simply  as  the
ability  to  reach  such  and  such  a  standard  in  tests  number  two,
six  and  eight.  There  is  nothing  vague,  abstract,  or  general
about  an  analysis  of  this  kind,  any  more  than  there  is
about  the  chemical  formula  HnOy  or  the  formula  in
.  .  weight  in  lbs.  •  ,  ,  ,
physics,  mass  ——2  lhe  job  has  been  an-32.16

alyzed  in  a  scientific  manner,  in  such  a  way  that  the
abilities  required  by  that  job  can  be  definitely  and  mathematically ­
  gauged.
A  job  analysis  of  this  kind  is  a  long  and  careful  process, ­
  and  can  be  made  only  by  persons  equipped  with
the  proper  technique.  In  the  meanwhile,  a  temporary
job  analysis  must  be  made  to  meet  the  immediate  needs
of  the  employment  office.  In  making  such  an  analysis,
the  application  of  psychological  principles  will  be  of
utmost  value.
Let  us  suppose  that  a  representative  manufacturing