Developing and Conducting Job Analysis for Your Organization 33 For most organizations, compensation costs are their major expense; and base pay is the largest part of these costs. Therefore, cost effective, rational wage structures are vital to an organization’s fiscal health. In order to establish such a wage structure, the company must first create a job hierarchy. Doing so has 2 basic steps: analyzing jobs and evaluating those jobs. This course will focus on the first step: analyzing jobs. The final product of job analysis ― job descriptions ― are used in many personnel tasks, including establish fair hiring and pay practices. In particular, this course gives attorneys background for cases involving unfair hiring or pay practices. It discusses how job analysis relates to the American with Disabilities Act, as it is used to create job descriptions that determine if job applicants can perform the essential elements of the job. The course also discusses the Equal Pay Act of 1963. It reviews how job analysis can be used to compare jobs held by males and by females to determine if the jobs are substantially similar, and therefore should be paid the same.