Job Analysis Job analysis involves a systematic investigation of jobs using a variety of methods, to determine essential tasks, duties and responsibilities. Job analysis is crucial for identifying relevant skills and competencies. This involves obtaining objective and verifiable information about the actual requirements of a job, as well as the skills and competencies required to meet the needs of the region and the university. Job analysis facilitates accurate recruiting and selection practices, establishes standards for performance evaluation, and allows for appropriate classification/reclassification. of positions. Comparing the skills possessed by employees with the results of job analysis can greatly assist in workforce planning strategies and the restructuring or redesign of jobs to reflect the demands of the region and/or university-wide changes.Key Factors in Job AnalysisTask Identity: Employees are more satisfied doing a “complete” job. This is likely to happen when work has a distinct start and end, clearly visible to the employee and others. It's important for employees to see the end results of the work they've done, whether alone or as part of a team. Variety: Employees who perform repetitive, unchallenging tasks may lose interest, become bored and dissatisfied. Greater variety can improve interest, challenge, and engagement in the task. Variety means more than just adding an additional but similar task. For example, processing different forms would not take up space middle of paper......the job title is important, as it provides an indication of the job duties, it indicates the relative level of the job within the local hierarchy and confers status on the employee. Job titles should be simple and free of technical jargon. The title should be descriptive to help quickly identify the position, for example, use Administrative Officer (Postgraduate) rather than just Administrative Officer. Generic job titles should only be used for generic positions (Executive Officer, School Principal). In accordance with EEO law, it is necessary to avoid sexist or discriminatory expressions in job titles. Therefore, titles containing a man or a woman cannot be used. Guidelines for the use of job titles are being developed..