▁four ▁categories ▁can ▁be ▁further ▁broken ▁down . ▁ ▁Job ▁analysis ▁ ▁A ▁Job ▁Analysis ▁is ▁the ▁process ▁through ▁which ▁one ▁g ains ▁an ▁understanding ▁of ▁the ▁activities , ▁goals , ▁and ▁requirements ▁demanded ▁by ▁a ▁work ▁assignment . ▁Job ▁analysis ▁constit utes ▁the ▁preceding ▁step ▁of ▁every ▁application ▁of ▁psych ology ▁to ▁human ▁resource ▁management ▁including , ▁but ▁not ▁limited ▁to , ▁the ▁development ▁of ▁personnel ▁selection , ▁training , ▁performance ▁evaluation , ▁job ▁design , ▁deployment , ▁and ▁compens ation ▁systems . ▁ ▁Types ▁of ▁Job ▁analysis ▁ ▁The ▁Position ▁Analysis ▁Question naire ▁ ▁The ▁Position ▁Analysis ▁Question naire ▁( PA Q ) ▁developed ▁by ▁McC orm ick , ▁Je anner et , ▁and ▁Me ch am ▁( 1 9 7 2 ) ▁is ▁a ▁struct ured ▁job ▁analysis ▁instrument ▁to ▁measure ▁job ▁characteristics ▁and ▁relate ▁them ▁to ▁human ▁characteristics . ▁It ▁consists ▁of ▁ 1 9 5 ▁job ▁elements ▁that ▁represent ▁human ▁behavior ▁involved ▁in ▁work ▁activities ”. ▁The ▁items ▁that ▁fall ▁into ▁five ▁categories : ▁ ▁Information ▁input ▁( where ▁and ▁how ▁the ▁worker ▁gets ▁information ) ▁ ▁M ental ▁processes ▁( reason ing ▁and ▁other ▁processes ▁that ▁workers ▁use ) ▁ ▁Work ▁output ▁( phys ical ▁activities ▁and ▁tools ▁used ▁on ▁the ▁job ) ▁ ▁Rel ations hips ▁with ▁other ▁persons ▁ ▁Job ▁context ▁( the ▁physical ▁and ▁social ▁context s ▁of ▁work ) ▁ ▁PA Q ▁research ers ▁have ▁aggreg ated ▁PA Q ▁data ▁for ▁hundreds ▁of ▁jobs ; ▁that ▁database ▁are ▁maintained ▁by ▁Pur due ▁University