Final answer:
The outcome of job analysis that presents the task requirements of a job is the B) job description. The task-oriented job description is developed through methods like observation, interviews, and surveys, and differs from job specifications, which describe the personal qualities needed to perform the job.
Step-by-step explanation:
Job Analysis Outcome
The outcome of job analysis that presents the task requirements of a job is the B) job description.
A job description is a detail-oriented document that explains the tasks or duties that will be performed by the person holding the position.
This is different from job specifications, which instead focus on the characteristics needed by a worker to perform the job, such as knowledge, skills, and abilities (KSAs).
Conducting a job analysis often includes methods such as observation, surveys, and interviews to gather information.
These methods allow analysts to understand the essentials of a job by observing proficient employees, interviewing incumbents as well as their peers and supervisors to get a consensus on job requirements.
Additionally, research indicates that the accuracy and reliability of a job analysis can depend on the method of data collection.
For example, job analyses can be less reliable when the information comes solely from the current job holders without additional input.
It is also worthwhile to note that one of the goals of industrial-organizational (I-O) psychology is to effectively match individuals to jobs through careful job analysis.
This process is vital for both selecting the right employees and for setting the foundation for employee training and performance appraisal during their tenure.