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Job analysis is the key function of human resource management, which results from the crosssectional character of this function, i.e. it has a direct impact on organisational structure formation and subsequent human resources planning in organisations. The essential fact related to job analysis is its need to carry it out before any activity from the sphere of human resource management functions, since its result has a significant impact on all these functions. It is therefore necessary to summarize the information collected from job analysis in the form of job description and job requirements specification, and ensure their practical implementation in the organisation. Questionnaire research we conducted at School of Economics and Management in Public Administration in Bratislava over the last two years was focused on finding out whether and in what extent organizations operating in Slovakia focus on job analysis, as comprehensive focus of organisations on job analysis is substantial. The research implied that approximately 40 % of the interviewed organisations do not carry out job analyses at all, while relation comparison implies a significant influence between the size of organisation and job analysis execution. Keywwords: job analysis, cross-section function, organisations operating in the Slovak Republic, human resource management

JOB ANALYSIS AS A CROSS-SECTION FUNCTION OF HUMAN RESOURCE MANAGEMENT