You are on page 1of 3

Uses of Job Analysis

Direct outcomes / results of job analysis are job description and job specification. These outcomes are used in all human resource management activities as mentioned below: 1. Recruitment and Selection: Job analysis is very important for contents as: Job duties that should be included in advertisements of vacant positions; Appropriate salary level for the position to help determine what salary should be offered to a candidate; Minimum requirements (education and/or experience) for screening applicants; Interview questions; Selection tests/instruments (e.g., written tests; oral tests; job simulations); Applicant appraisal/evaluation forms; Orientation materials for applicants/new hires 2. Job evaluation Judges relative worth of jobs in an organization Sets fair compensation rates 3. Job design Enhance job satisfaction and provide greater scheduling flexibility for the employee. Simplify job with too many dissimilar activities Identifies what must be performed, how it will be performed, where it is to be performed and who will perform it. 4. Compensation and Benefits: Job Analysis can be used in compensation to identify or determine: Skill levels Compensation job factors Work environment (e.g., hazards; attention; physical effort) Responsibilities (e.g., fiscal; supervisory) Required level of education (indirectly related to salary level 5. Performance Appraisal: Job Analysis can be used in performance review to identify or develop: Goals and objectives Performance standards Length of probationary periods

Duties to be evaluated Evaluation criteria 6. Training and development: Job Analysis can be used in training needs assessment to identify or develop: Training content Assessment tests to measure effectiveness of training Equipment to be used in delivering the training Methods of training (i.e., small group, computer-based, video, classroom) 7. Job analysis increases productivity How a job analysis increases productivity? Job analysis also identify performance criteria so that it promote worker for best performance. Job analysis can use methods of time and motion study or micro-motion analysis in order to time and motion for job. 8. Compliance with labor law: Identify requirements in compliance with labor law.

Process of Job Analysis


1. Planning the Job Analysis Identify objectives of job analysis Decide which jobs to include Obtain top management support 2. Preparing and Communicating the Job Analysis 3. Identify methodology Review existing job documentation Communicate process to managers and employees

Conduct the Job Analysis

Gather job analysis data Review and compile data

4. Developing Job descriptions and Job Specifications Draft job descriptions and specifications Review drafts with managers and employees Identify recommendations Finalize job descriptions and recommendations

5. Maintaining and Updating Job Descriptions And Job Specifications Update job descriptions and specifications as organization changes Periodically review all jobs.

You might also like