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Uses of Job Analysis

Job analysis provides essential information for various human resource functions: 1. It identifies the duties, responsibilities, skills, and qualifications needed for each job, enabling effective human resource planning, recruitment, selection, training, placement, and performance evaluation. 2. The data from job analysis establishes job standards for performance appraisal and determines the relative worth of jobs for compensation planning. 3. Understanding job requirements through analysis also helps ensure employee health and safety.

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28 views5 pages

Uses of Job Analysis

Job analysis provides essential information for various human resource functions: 1. It identifies the duties, responsibilities, skills, and qualifications needed for each job, enabling effective human resource planning, recruitment, selection, training, placement, and performance evaluation. 2. The data from job analysis establishes job standards for performance appraisal and determines the relative worth of jobs for compensation planning. 3. Understanding job requirements through analysis also helps ensure employee health and safety.

Uploaded by

simran prakash
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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USES OF JOB

ANALYSIS
Job analysis, contains a simple term called “analysis“, which means detailed
study or examination of something in order to understand more about it.
Therefore job analysis is to understand more about a specific job in order to
optimise it. Job analysis is a systematic process of collecting complete
information pertaining to a job. It is done by an officer have been trained for
it.
It is a procedure through which you determine the duties and responsibilities,
nature of the jobs and finally to decide qualifications, skills and knowledge to
be required for an employee to perform a particular job .
1. Human Resource Planning:
The estimates the quantity and quality of people will be required in future. How many and what
type of people will be required depends on the jobs to be staffed. Job-related information
available through job analysis is, therefore, necessary for human resource planning.
2. Recruitment and Selection:
Recruitment succeeds job analysis. Basically, the goal of the human resource planning is to match
the right people with the right job. This is possible only after having adequate information about
the jobs that need to be staffed. It is job analysis that provides job information. Thus, job
analysis serves as basis for recruitment and selection of employees in the organisation.
3. Training and Development:
Job analysis by providing information about what a job entails i.e., knowledge and skills
required to perform a job, enables the management to design the training and development
programmes to acquire these job requirements. Employee development programmes like job
enlargement, job enrichment, job rotation, etc.
4. Placement and Orientation:
As job analysis provides information about what skills and qualities are required to do
a job, the management can gear orientation programmes towards helping the
employees learn the required skills and qualities. It, thus, helps management place an
employee on the job best suited to him/her.
5. Job Evaluation:
The job evaluation refers to determination of relative worth of different jobs. It, thus,
helps in developing appropriate wage and salary structures. Relative worth is
determined mainly on the basis of information provided by job analysis.
6. Performance Appraisal:
Performance appraisal involves comparing the actual performance of an employee with
the standard one, i.e., what is expected of him/her. Such appraisal or assessment serves
as basis for awarding promotions, effecting transfers, or assessing training needs. Job
analysis helps in establishing job standards which may be compared with the actual
performance/contribution of each employee.
7. Personnel Information:
Increasing number of organisations maintain computerised information about their
employees. This is popularly known as Human Resource Information System (HRIS).
HRIS is useful as it helps improve administrative efficiency and provides decision
support^ Information relating to human resources working in the organisation is
provided by job analysis only.
8. Health and Safety:
Job analysis helps in identifying and uncovering hazardous conditions and unhealthy
environmental factors such as heat, noise, fumes, dust, etc. and, thus, facilitates
management to take corrective measures to minimise and avoid the possibility of
accidents causing human injury

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