下一步是研究工作分析和工作设计。职业分析应该被认为是人力资源经理在Anytime Fitness最重要的职责之一。员工的生命周期取决于工作分析。职业分析的目的是全面了解成功所必须具备的能力，以便挑选合适的应征者。因此，Anytime Fitness公司需要进行全面的职业分析，以确定合适的应征者。职位分析将为人力资源经理提供筛选申请的模板。一个准确和足够详细的职位公告的健康经理的角色也将作为一个模板，提供一定程度的保护，免受指控的歧视性招聘(Prien等人，2009年)。这一点尤其重要;在整个过程中，人力资源经理要遵守法律。Pilbeam研究了与工作相关的6个可衡量的因素。这些因素包括;技能、知识和能力、个性特征、经验水平、认证资格、身体特征和发展潜力。这些因素可分为“理想”和“基本”,进行工作分析,人力资源经理可以使用健身经理角色的直接观察,采访当前职位人员和工作人员与他们合作,随时回顾这个角色如何适应健身的目标和完成调查问卷(泰勒,2014)。然而，这些方法中有一些存在弱点。例如，观察方法会引起关注，因为如果没有被观察到，个体的行为就不太可能和他们会做的一样;也被称为霍桑效应(泰勒，2014)。然而，职业分析被看作是一个重要的过程，是达到目的的一种手段。通过工作分析;创建工作描述和人员规范。
The next step is to look at Job analysis and job design. Job analysis should be regarded as one of the most important responsibilities of the HR Manager at Anytime Fitness. The employee life cycle hinges on job analysis. The purpose of job analysis is to create an exhaustive understanding of the mandatory competencies for success in order to pick suitable candidates .Therefore, Anytime Fitness need to conduct a thorough job analysis so that they know the ideal candidate to recruit. Job analysis will provide the HR manager with the template for screening applications. An accurate and sufficient detailed job posting of the Fitness manager role will also act as a template that provides a degree of protection against charges of discriminatory recruitment (Prien et al, 2009). This is particularly important; the HR manager will want to keep within the law throughout this process.Pilbeam looks at a 6 measurable factors of the person specification which have to be relevant to the job. These factors include; skills, knowledge and competencies, personality characteristics, level of experience, certified qualifications, physical characteristics and development potential. These factors can be divided into ‘desirable’ and ‘essential’ .To conduct job analysis, the HR manager could use direct observation of the Fitness Manager role, interviews with the current post holder and the staff that are working with them, reviewing how the role fits into Anytime Fitness’ objectives and the completion of questionnaires (Taylor, 2014). However, there are weaknesses to some of these methods. For example, the observation method causes concerns because individuals are unlikely to act the same as they would if they weren’t being observed; also known as the Hawthorne effect (Taylor, 2014). However, job analysis is seen as an important process which is a means to an end. Through job analysis; the job description and person specification are created.