an investigative analysis of the psychological characteristics and job ...

knowledge/experience of a particular occupation permits. It is also training (for a specific
placement) within the organisation, systematically planned and provided by atrainer/mentor on the
staff internally or by one acting on behalf of the organisation externally.
1.6.9 Job Analysis
Job analysis is broadly defined by Caruth and Handlogten (2001:53) as the process of collecting,
interpreting and reporting pertinent facts about the nature of aspecific job.
Mathis and Jackson (1999:57) define it as a systematic way to gather and analyse information
about the content and human requirements of jobs and the context in which jobs are performed.
Job analysis identifies what the existing tasks, duties and responsibilities of ajob are.
Statt (1994:220) is of the opinion that the purpose of a job analysis is to uncover, or discover, all
the qualities (including psychological qualities) that are necessary to perform the job successfully.
Roberts and Hogan (2001 :33) state that there are two approaches to job analysis. The one is the
task-oriented approach and the other is the person-oriented approach. The task-oriented approach
is concerned with the identification of tasks and activities involved in performing the job. The
person-oriented approach focuses on the identifying of the knowledge, skills, abilities and other
characteristics that enable a person to perform the tasks associated with his job.
1.6.10 Job Description
According to Meyer (1999:327) ajob description includes the tasks ajob holder performs. Gerber,
Ne! and Van Dyk (1998:75) define ajob description as awritten document that contains what ajob
incumbent does, how he does it and under what circumstances the relevant tasks are carried out
Mathis and Jackson (1999:59) agree with the above. They state that ajob description indicates the
tasks, duties and responsibilities of ajob.
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