1.The determination of which job functions are essential is made during a job analysis.
2.Job analysis information can be used as the basis for preparing employment tests.
3.Conducting an adequate job analysis became more important recently with the passage of the Equal Pay Act.
4.Performing an adequate job analysis will not help an employer establish the job-relatedness of its selection process.
5.Job analysis-based performance appraisal forms generally provide a better basis for giving feedback to employees.
6.Job analysis information can be useful in developing a safety and health program.
7.Critical incidents are specific activities that distinguish effective from ineffective job performance.
8.Job context refers to the conditions under which work is performed.
9.Worker requirements refer to the knowledge, skill, ability, personal characteristics, and credentials needed for effective job performance.
10.The sheer amount of information collected during job analysis can be huge, and it is usually necessary to gather all possible data.