1. why should healthcare executives conduct a job analysis? what purpose does it serve? 2. what are job descriptions and job specifications? what is their relationship to job analysis? what will happen if a healthcare organization decides not to use any job descriptions? 3. how can the existence of a high- quality job analysis make a particular human resources function, such as employee selection, less legally vulnerable? 4. are healthcare jobs static, or do they change over time? what may cause a job to change over time? what implications does this change have for job analysis? 5. what are the advantages and disadvantages of using multi skilled health practitioners? 6. select one healthcare position with which you are familiar (not the same position as used for your job description). what work schedule innovations make the most sense for this position? why?