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, quick- 
reaction 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 mathe 
matically gauged. 
A job analysis of this kind is a long and careful proc 
ess, 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