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Job analysis is an essential human resource activity and one of the first duties that needs to be performed by the HR department. Job analysis is at the heart of many other human resource activities and the products of job analysis are job descriptions and person specifications, which can be used for developing a wide variety of human resource management. There are many different definitions of job analysis. Ferris and Buckley (1996, p122) viewed that job analysis as a systematic process for collecting, analyzing, and interpreting job-related information; Gomez-Mejia, Balkin and Cardy (1995, p97) mentioned that job analysis is the systematic process of collecting information used to make decision about jobs; Dessler (2000, p84) stated that job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. In general, all of them seem to express the same points that job analysis is a process to obtain information related to jobs but which is used in different aspects. According to the first above two definitions, the purpose of information use is much broader than the third one because they defined that the information is used for a number of purposes after analyzing, interpreting or making decision about jobs. However, Dessler specifically emphasized that the information is useful for recruiting appropriate person to fill a job. Nevertheless, they all stated in common that job analysis is the process of gathering information about jobs and can be used for different purposes. Mathis and Jackson (1994, p177) stated that the most basic building block of HR management, job analysis, is the systematic way to gather and analyze information about the content of jobs, the human requirements, and the context in which jobs are performed. Job analysis is to produce job descriptions and then develop person specifications.