From what process should job-related criteria be already identified?

Job analysis is the process through which job-related criteria are identified and defined. This involves a comprehensive examination of the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. It provides the foundational information about what a job entails, which is crucial for developing job descriptions, setting performance standards, and establishing criteria for hiring and evaluation.

During job analysis, various methods, such as interviews, surveys, and observations, may be utilized to gather data about the job’s requirements and the competencies needed for success. The outcome of this process ensures that the criteria tied to the job are precise and aligned with organizational needs, making it a critical step for effective human resource management.

In contrast, job evaluation typically focuses on assessing the value of a job in relation to other jobs within the organization to ensure equitable pay and job classification. Performance reviews assess how well an individual performs their job tasks based on pre-established standards and observations. Employee feedback may provide insights into job performance and satisfaction but does not systematically define job-related criteria. Hence, the correct process for identifying job-related criteria is job analysis.