What are the two types of information generated by a job analysis?

A job analysis serves as a systematic process to gather information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. This analysis primarily leads to the creation of a job description and a job specification.

The job description outlines the essential functions and expectations of the role, detailing what tasks are to be performed, the reporting structure, and the working conditions. It serves not only as a guideline for what is required from an employee but also acts as a foundation for recruitment, training, and performance evaluation.

On the other hand, the job specification focuses on the qualifications required to perform the job effectively. This includes the necessary education, experience, skills, and personal attributes that a candidate should possess. It helps establish the criteria used for employee selection and assessment.

Having these two components, job description and job specification, allows organizations to clearly define roles and expectations, ensuring alignment between employee capabilities and organizational needs. This clarity is essential for effective recruitment, training, and staff development.