Work and requirements analyses have traditionally been the subject of work psychology research literature and practice, since their use is associated with numerous investigations into work design and process optimisation. Certainly, requirements analyses are also an obligatory component in reference books on aptitude diagnostics and personnel selection, since they are a necessary prerequi- site for their practical application. However, their commentary is very much lim- ited to operational and methodological issues, while the strategic “background” is often—wrongly—excluded or neglected. Therefore, it seems to make sense to treat psychological requirements analyses as a personnel management system not only in theory and practice, but also to emphasize and make transparent for the first time their significance for personnel strategy.
For this purpose, reference is made on the one hand to a reference book1 which primarily deals with the development and design of personnel key figure systems and in a special chapter takes up the topic of “psychological require- ment analyses” with regard to their use in the context of personnel controlling; on the other hand, a reference book on2 the Theorie und Praxis von psychologis- chen Anforderungsanalysen (Theory and practice of psychological requirement analyses) is in preparation which is dedicated in more detail to these tasks and questions.