Position Paper – Job Analysis Project Let me start by saying, that before I began working on this job analysis course project, I hardly knew what to expect in regards to how and why the job analysis process was done. Now that I have learned and experimented with the systematic process of carrying out an accurate job analysis I have realized its purposes. Those purposes include determining future members of an organization, establishing and documenting the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal, and identifying and determining in detail the particular job duties and requirements for a given position. In order to successfully complete this job analysis project I was to prepare an employee questionnaire, interview an individual employed at any type of company or organization, formulate a job description and job specifications document, and then use the FES Primary Standards and Assigned Levels tool to assign point values appropriate for each FES factor corresponding to my job description. Building a questionnaire was the first phase of the job analysis process. In truth, I did not understand how to make an effective questionnaire until I learned to analyze the human, physical, financial, and intangible inputs and outputs of a job system. These questions, once accurately recorded, helped provide me with a basis of questions to interview any individual employee with. The interview process was the next step that essentially allowed me to begin forming a job description. I first asked my interviewee questions in relation to the inputs, or things they used in their job, followed by questions regarding what they produced as a result of their job. The transformation question was a concept I never really thought about. After performing the interview, I understood how important it was to ask