The document discusses conducting a job analysis for an equine veterinarian position. It explains that a job analysis involves researching the position through collecting data, observing, and interviewing subject matter experts to understand the knowledge, skills, abilities, and characteristics needed. Specific questions are provided that could be asked to gather information about the veterinarian role. The analysis would determine the qualifications, cognitive requirements, necessary equipment, and ideal psychological profile of someone suited for the position. Conducting a thorough job analysis provides a foundation for hiring and retaining the right candidate to successfully fill the role.

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Job Analysis
Zachary Moss
PSY-565 Industrial/Organizational Psychology
Grand Canyon University
Nancy Aragon
April 20, 2015

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Job Analysis
Within any organization, it is important to place the right person for any position needed
in order for a company to grow, be prosperous, and retain good employees. Conducting a job
analysis for each position is the first step a company can take in obtaining the right individual for
the job. This paper will focus on applying job analysis process in finding and presenting a
profile for a position as an equine veterinarian. It will also focus on what the job will entail and
what kind of skills the ideal candidate will need for this position.
Conduct Research for the Job Analysis
Job analysis is the method used to determine occupational duties and the characteristics
needed of the individual fulfilling the position. A Job analysis procedure involves collecting
data, observing, and interviewing subject matter experts (SMEs). Doing this provides
information such as the knowledge, skills, abilities, and other characteristics (KSAOs) needed to
perform each duty; this can also gage the kinds of tools and equipment needed as well (Dessler,
2013). A job analysis is necessary to understand “what the job entails and what human traits one
needs to do the job well” (Dessler, 2013, p.105).
When conducting research during the job analysis, pertinent question should be asked to
gain a full understanding of each position. Questions such as who should conduct the analysis,
who should participate in the analysis, and what type of information should be obtained are a
good start to gathering the needed information (Aamodt, 2010). Using the example of the equine
veterinarian position, the following questions could be asked: Is there an individual in the
company who is qualified in conducting an analysis or should this be outsourced? Is there a
direct supervisor or coworker that can provide details for the veterinarian positon and how do
they interact? What are the major duties of the position? What are the education, experience, and

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licensing requirements? What are the physical job demands? What is the demographic of the
customer base and what personality traits does the applicate need to possess for client retention?
Detailed and direct questions such as these will provide the basis of job description,
specifications, and hiring practices.
Job Specifics
Because a thorough job analysis takes time and will produce significant information it is
important to define what is relevant and irreverent. Relevant information taken from the research
quantifies and directly relates to the job and its duties. Irrelevant information is that which does
not directly contribute to the occupational duties. This may include what the veterinarian does
between appointments, in down time or sales tactics.
After collecting the data, observing, and interviewing SMEs, companies will have a
foundation of what type of candidate is needed as well as the position’s work flow. From here
job descriptions and specifications can also be established. Using the example of the
veterinarian, the analysis will determine qualifications in work activities such as examination and
treatment of animals, cognitive requirements in problem solving and diagnosis identification, and
knowledge of necessary equipment and surgical procedures. Performance standards such as
dependability, attention to details and stress tolerance can are also be established, as well as,
working environment and qualification requirements (O*Net, 2013).
Psychological Profile
A condensed psychological profile of someone who would be able to fill this job would
have to demonstrate a high level of self-monitoring and knowledge sense they will be working
without supervision. They must also show integrity in their daily actions and recommendations,
and be flexible in their schedule due to emergency situations. The ideal candidate will also have

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to be able to work well with others, mainly clients and would also have to demonstrate a
professional manner in oral presentation, as well as, written instructions.
Conclusion
In conclusion a job analysis provides the foundational characteristics of individuals who
could fill the job successfully. It is the evaluation of work flow and reveals job expectations and
duties. The job analysis also defines a way in which research is done in order to gather
information needed to understand what the job will entail and what kind of skills are required.
Having this information helps companies hire and retain a good employee which leads to overall
growth and prosperity.

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Resources
Aamodt, M. (2010), Industrial/Organizational Psychology. Belmont, CA: Wadsworth.
Dessler, G. (2013). Human Resource Management. Upper Saddle River, NJ: Pearson.
O*Net. (2013). Summary report for: Veterinarians. Retrieved from:
http://www.onetonline.org/link/summary/29-1131.00.