下一步是研究工作分析和工作設計。職業分析應該被認為是人力資源經理在Anytime Fitness最重要的職責之一。員工的生命周期取決于工作分析。職業分析的目的是全面了解成功所必須具備的能力，以便挑選合適的應征者。因此，Anytime Fitness公司需要進行全面的職業分析，以確定合適的應征者。職位分析將為人力資源經理提供篩選申請的模板。一個準確和足夠詳細的職位公告的健康經理的角色也將作為一個模板，提供一定程度的保護，免受指控的歧視性招聘(Prien等人，2009年)。這一點尤其重要;在整個過程中，人力資源經理要遵守法律。Pilbeam研究了與工作相關的6個可衡量的因素。這些因素包括;技能、知識和能力、個性特征、經驗水平、認證資格、身體特征和發展潛力。這些因素可分為“理想”和“基本”,進行工作分析,人力資源經理可以使用健身經理角色的直接觀察,采訪當前職位人員和工作人員與他們合作,隨時回顧這個角色如何適應健身的目標和完成調查問卷(泰勒,2014)。然而，這些方法中有一些存在弱點。例如，觀察方法會引起關注，因為如果沒有被觀察到，個體的行為就不太可能和他們會做的一樣;也被稱為霍桑效應(泰勒，2014)。然而，職業分析被看作是一個重要的過程，是達到目的的一種手段。通過工作分析;創建工作描述和人員規范。
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.