They usually change to meet current internal and external demands. Flexibility towards a changing work environment ensures that a person employed now will still prove effective within a growing company in the future. Unfortunately, job analysis requires more than merely asking an existing employee what their job entails. Additionally, they may inflate the parts of the job they enjoy the most and minimise the parts they enjoy the least. Also, they may not be aware of how their job fits into longer-term strategic objectives, or how the culture of the organisation is changing.
Job analysis is, therefore, the building block upon which all selection processes are built.
Unless this is element is conducted in a way that produces a reliable description of both the job and the person required, the likelihood of fitting the right employee into the right job is remote. Psychol provide a comprehensive job analysis service either for a single, unique job or for more generic types. However, to establish which of those is the best person requires some sort of selection process. Often, the characteristics derived from a job analysis are not easily measured. In these circumstances, what is often required is a system that allows the candidate to actually demonstrate their relevant competence.