There is actually quite a bit of difference between the three:
Job analysis is a view of the work being done or needing to be done. You are analyzing the position which exists or is being created. You would look at what jobs are being done and how much time each job takes of the total. What responsibilities are involved. Whether or not supervisory duties are involved. How much is clerical or non exempt work. Is the position classified exempt or non exempt? What is the salary for the position. It is a plan and a pre requisite to write the job description. It actually gives you the information to write the job description. Basically it is a fact finding undertaking. I have a job analysis form I use for new job creations and for reevaluating current jobs.
The Job description is a paper written description of what the person doing this job is expected to do and what is involved in the job. It is the final copy. This included the jobs being done, who the person reports to and what skills are needed to do the job. This is what the employee is given and also what is used to recruit candidates for the job. This is also used for EEOC purposes and other recordkeeping. This is the legal document and description of the job. It is the final document.
The Job specifications are what is needed to do the job. What skills are needed, what education is needed. Which job within the job needs special skills. Why are the skills needed for that specific part of the job. What education is needed to complete it and what experience is needed. What experience plus education is required. Sometimes it will be 5 years experience or a 4 year degree or something similar. This is the internal analysis of what it actually takes to get the job done broken down by specific jobs and their specific functions and what it takes to perform them.
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