Personnel selection processes for physically demanding jobs often discriminate against women, minorities, and handicapped individuals. Developing and validating job-related performance tests requires the assessment of the physical demands of a job and of the same physical capabilities in individuals. Job analysis is a systematic assessment procedure that must meet reliability and validity requirements in order to determine the critical tasks of a job. Two job analysis methods designed specifically to assess the physical demands of work are Fleishman's Physical Abilities Analysis and the Physical Effort Index, which produce information necessary for the development of work sample tests and simulations. These tests are currently being used and justified by content validity including single simulations of job content, integrated simulations, and criterion-referenced content valid tests. If factors important for performance are known, and reference tests are specified, physical ability tests should be able to predict future performance. Findings from three criterion-related validity studies suggest that future advances in physical ability testing will require input from several disciplines in order to respond to the need for effective personnel selection procedures. (NRB)