Job Analysis Job analysis involves a systematic investigation of jobs using a variety of methods, to determine essential duties, tasks and responsibilities. Job analysis is key to identifying relevant skills and competencies. It involves obtaining objective and verifiable information on the real requirements of a job, as well as on the skills and competences required to meet the needs of the territory and the University. Job analysis facilitates accurate recruitment 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 the job analysis can be of great assistance in workforce planning strategies and in restructuring or redesigning jobs to reflect the needs of the local area and/or changes at the university level . Key Factors in Job AnalysisTask Identity: Employees receive more satisfaction by doing “whole” work. This is likely to happen when the job has a distinct beginning and end that are clearly visible to the employee and others. It is important for employees to see the final results of the work they have produced alone or as part of a team. Variety: Employees who perform repetitive tasks that offer no challenge may lose interest and become bored and dissatisfied. Greater variety can increase interest, challenge and commitment to the task. Variety means more than simply adding an extra but similar task. For example, processing different forms would not make the...... middle of paper...... job title is important, as it provides an indication of the duties of the job, indicates the relative level of the job all within the local area hierarchy and provides status to the employee. Job titles should be simple and jargon-free. The title should be descriptive to allow quick identification of the position, for example, use Administrative Officer (Postgraduate) rather than simply Administrative Officer. Generic job titles should only be used for generic positions (Executive Manager, Principal). in accordance with EEO legislation, you must avoid sexist or discriminatory expressions in job titles. Therefore it is not possible to use titles containing men or women. Guidelines for the use of position titles are being developed.