A(n) ___ identifies the job functions (duties) a person is expected to perform

A(n) ___ identifies the job functions (duties) a person is expected to perform

• A. Job description
• B. Job specification
• C. Occupational (job task) analysis
• D. Position profile

Answer: (C)

The main idea here is the systematic process of determining what a job actually entails—the specific tasks and duties that someone in that role is expected to perform. This is best described by occupational (job task) analysis. By examining the job in real terms, analysts identify each task, how often it’s done, and how important it is to the role, often including the knowledge, skills, and abilities required to accomplish those tasks. This analysis provides the factual basis for other HR documents and decisions. A job description, while it lists duties and responsibilities, is the formal document that communicates those duties to others and may be created from the analysis rather than being the analysis itself. A job specification focuses on the qualifications, such as education and experience, needed for the role rather than the actual tasks. A position profile offers a high-level summary of the role and its place within the organization, not the detailed task set identified by the analysis.

The main idea here is the systematic process of determining what a job actually entails—the specific tasks and duties that someone in that role is expected to perform. This is best described by occupational (job task) analysis. By examining the job in real terms, analysts identify each task, how often it’s done, and how important it is to the role, often including the knowledge, skills, and abilities required to accomplish those tasks. This analysis provides the factual basis for other HR documents and decisions.

A job description, while it lists duties and responsibilities, is the formal document that communicates those duties to others and may be created from the analysis rather than being the analysis itself. A job specification focuses on the qualifications, such as education and experience, needed for the role rather than the actual tasks. A position profile offers a high-level summary of the role and its place within the organization, not the detailed task set identified by the analysis.