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Conducting a job analysis requires the identification of critical tasks and competencies for a given position – along with the linkage between the critical tasks and competencies – which can then be used to develop valid and reliable assessment tools such as occupational questionnaires, structured interviews, and job knowledge tests.
The information (tasks and competencies) gathered during a job analysis can also be applied to other employment practices such as performance appraisals, promotions, and employee development.
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