Training and Reference Manual for Job Analysis

... The purposes of analysis include (1) organizational management to enable rational division of labor and collaboration, (2) staffing management, (3) employment management such as hiring, placement, transfer, and promotion, (4) identification of areas requiring training, (5) personnel evaluation such as determining the elements and standards of performance evaluation and ability/aptitude evaluation, and (6) job evaluation to determine the relative ranking of the value of each job within a company and establish rational standards for wage distribution based on that. The U.S. Department of Labor was the first in the world to create the Dictionary of Occupations, the original source of vocational guidance and job placement services, and at that time, incorporating the results of various job analysis developments and experiences from World War I to World War II, published the Training and Job Analysis Manual (1944), in which it defines job analysis as follows: "A procedure for clarifying the nature of a specific job through observation and detailed interview questions and reporting all important information. ...

*Some of the terminology referenced in the "Training and Reference Manual for Job Analysis" is listed below.

Source | Heibonsha World Encyclopedia 2nd Edition | Information

…　分析目的に関しては，(1)合理的な分業･協業を可能にする組織管理への利用，(2)定員管理への利用，(3)従業員の採用･配置･異動･昇進など雇用管理への利用，(4)教育必要点の発見，(5)実績考課や能力･適性考課の要素･基準の決定など人事考課への利用，(6)企業内の個々の職務の価値の相対的序列を決定し，それに基づく賃金配分の合理的な基準を確立する職務評価への利用，などがある。アメリカの労働省は，職業指導･職業紹介業務の原典である《職業辞典》を世界に先駆けて作成したが，その際第1次大戦から第2次大戦にかけてのさまざまな職務分析の発展と経験の成果を取り入れ，《職務分析手引Training and sekaidaihyakka_reference Manual for Job Analysis》(1944)を発表し，その中で職務分析を次のように定義している。〈観察と詳細な面接質問によって，特定職務の性質を明らかにし，重要な情報を漏れなく報告する手続をいう。…

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出典｜株式会社平凡社世界大百科事典 第２版について | 情報