IT 
13 
JOB ANALYSIS 
Outline for job analysis. Sources of information in making a job analysis. 
Procedure. Illustrative job analyses. Important points. 
JoB analysis, according to Tead and Metcalf, is the “sci- 
entific study and statement of all the facts about a job which 
reveal its content and the modifying factors which surround 
it.” (183,! p. 255). We shall use the term in this sense, 
applying it to the analysis not only of the actual work 
involved, but also of such factors as the conditions under 
which the work is carried on, its place in the complete 
organization, training required, and the like. 
It is a safe assumption that the accuracy and success of a 
study in vocational selection will be directly proportional to 
the completeness with which the foundation is built in the 
job analysis. In too many instances the psychologist has 
been content to construct tests and other measuring instru- 
ments after only a superficial observation of the work 
processes. Such a procedure may overlook economic and 
social considerations, either of the worker or of the job in 
relation to the organization of the company, which may far 
overshadow in importance a test of ability in the selection 
of workers. It may be a simple affair to test ability as a 
longshoreman. Some ordinary physical measurements might 
suffice. But what a wealth of other factors bring a man to 
this occupation, make him a satisfied worker, and keep him 
at the job! The abilities tested may be the least important 
factor. A great life insurance company developed and 
installed tests of clerical ability which met with only mod- 
[7 Numbers within parentheses throughout the text refer to authors or 
books listed in the Bibliography, on pages 235 to 245.