This essay gives a brief summary of the current analyze techniques. It is possible to analyze a job in many different ways. It is also possible to classify these techniques in different categories. These categories are scientific discipline, the distinction between quantitative and qualitative analysis, the level on which the outcomes are described, the way the data have been collected and the distinction between the relevance for the education field and the field of Human Resource Management. In this essay there are six different analyze techniques discussed, namely: the Position Analysis Questionnaire, the Functional Job Analysis, Task Analysis, the Critical Incident Technique, the ‘Mantelproject’ (a Dutch term) and the curriculum conference. The PAQ is a quantitative, standardized questionnaire. The outcomes of one job analysis can be compared with other job analysis outcomes. The FJA is a qualitative analysis. The analyzer uses observations and interviews. It is the analyzers decision on which level the analysis is have been done. Task Analysis is a quantitative analysis of functions in an organization. The Task Analysis can be done on several ways, like a questionnaire, interviews or observation. The CIT is a functional, qualitative analysis. The analysis is been done by observation or interviews. The technique is only relevant for the HRM field. The Mantelproject is a qualitative analysis. It analyzes a job or a job family. The analysis is been done by questionnaires. The outcomes are only relevant for the field of education. The curriculum conference is a qualitative analyze technique. There is been made use of documentation and group interviews. The outcomes are only relevant for the education field. Together with the Mantelproject, the outcomes of the curriculum conference are the starting of the design of a new curriculum.
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