Job analysis may be viewed as the hub of virtually all human resource management activities necessary for the successful functioning of organizations. Job analysis is a process to identify and determine in detail the particular job duties and requirements, the relative importance of these duties for a given job and the kinds of people who should be hired for them. In fact, job analysis is important to an organization because it serves as a strategic human resource management (HRM) practice through which organizations gain a better understanding of their jobs and their workers. Job analysis is thus a prerequisite activity for the effective management of human resources. Job analysis involves the collection of work-related information for the job, such as job data and worker requirements in an organization, as it currently exists and/or has existed in the past. Job analysis information can be collect through interview, participant diary/logs, questionnaires, checklists, technical conferences and observational method. The information obtained from a job analysis serves as a foundation for most, if not all, human resource (HR) related activities and issues. There are a number of ways that job analysis information can be applied to HRM functions. In its most generic form, job analysis data provides a point of reference to the user (i.e., human resource professional, job incumbent or manager). However, the potential of job analysis data to aid in organizational human resource