JOB ANALYSIS 
9. TRAINING 
Is training given by the company? In vestibule 
school or on the job? What does it cover? How long 
does it last? How much does it cost to train a worker? 
What percentage of new workers complete the training? 
How is the worker paid during training? 
10. BROADER SociAL AspEcTs oF THE JoB 
What are the ambitions and ideals of the workers? 
What are their standards of success? What employee 
service does the company make available? Hospital, 
insurance, sick benefits, pensions, loans, employee stock 
ownership, employee representation in management, 
social work, night classes, recreation, house organ, hous- 
ing. What is the psychological effect of the job on the 
worker? What sort of home life do the workers have? 
What are their living conditions in general outside of 
the factory? Fatigue, recreation, temperance, marriage. 
Social status of fellow workers. 
11. RELATION TO OTHER JOBS 
Organization charts, showing lines of promotion, lines 
of authority, lines of routine procedure. Comparison 
with other jobs in regard to salary, opportunity for pro- 
motion, prestige, and so forth. Is the acquired skill an 
asset outside of the company? 
12. EMPLOYMENT CONDITIONS 
Selection. How are workers selected? How efficient 
is this method? What other methods have been used? 
What would improved methods of selection accomplish? 
Sources of supply. Unions. 
Promotion and transfer. What opportunities for 
either? Adequate personnel records? Periodic rating 
and consideration for promotion or wage readjustment? 
Turnover. What is the turnover? What are the most 
frequent causes of leaving? 
13. RECORDS 
What records of output, rate of progress, quality, 
spoilage, materials, time, and so forth, are available? 
Application blanks, references, ratings, and so forth. 
14. PROBLEMS 
What are the main personnel problems which this job 
has raised? 
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