---
title: Collecting Job Analysis Information
description: In order to do this correctly, you really should receive professional training in job analysis from an HR/Management Consultant or an Organizational Psychologist who has developed expertise in this important and critical aspect of HRM. Here are some important things…
url: "https://psyasia.com/kb/collecting-job-analysis-information/"
updated: "2025-09-19"
category: Psychometrics Knowledge / Job Analysis
tags:
  - Competencies
  - HRM
  - Job Analysis
---

# Collecting Job Analysis Information

In order to do this correctly, you really should receive professional training in job analysis from an HR/Management Consultant or an Organizational Psychologist who has developed expertise in this important and critical aspect of HRM. Here are some important things to consider when analysing a job. These are derived from the principals of the Position Analysis Questionnaire (PAQ). You or your consultant may consider each of the following with or without the use of the PAQ however.

• The Position Analysis Questionnaire (PAQ) consists of 195 items
 • 8 items report on the type of compensation received by the employee
 • The remaining 187 relate directly to job activities or to the work environment

**There are six main areas to the PAQ. It considers the job requirements in terms of the following:**

**1. Information Input**
 Where and how the employee gets the information required to perform the work
 Interpreting what is sensed
 Using various sources of information
 Watching devices/materials
 Evaluating/judging what is sensed
 Being aware of environmental conditions
 Using various senses

**2. Work Output**
 The physical activities, tools and devices that are employed to perform the work
 Using machine/equipment
 General body movements
 Controlling machines/processes
 Skilled/technical activities
 Manual related activities
 Miscellaneous equipment
 Handling activities
 General physical coordination

**3. Mental Processes**
 Reasoning, planning, and decision-making activities that are involved in performing the work
 Making decisions
 Processing information

**4. Job Context**
 The physical and social in which the work is performed
 Stressful Environment
 Personally Demanding Environment
 Hazardous Situations

**5. Relationships with others**
 The relationships with individuals that are necessary to perform the job
 Communicating judgments
 Supervisor related activities
 Exchanging job related information
 Personal contact

**6. Other Job Relationships**
 These include:
 Non Typical V’s Daily Schedule
 Salary V’s Variable Basis
 Irregular V’s Regular Schedule
 Business Situation
 Job Demanding Events
 Unstructured V’s Structured Work
 Being Responsive to Changing Situations

**Try to consider each of the above in terms of:**

• Extent of use
 • Importance to job
 • Amount of time it is done for
 • Possibility of occurrence
 • Whether or not it actually applies to the job

See [O*NET](https://onetonline.org/) for occupational classifications and more resources for Job Analysis