USES OF JOB ANALYSIS INFORMATION

synopsis
Job Analysis
Parts of Job Analysis Specific uses of Job Analysis Information

Conclusion

Definition
The process of determining by observation and study

the tasks, which comprise the job, the methods and equipment used, and the skills and attitudes required for successful performance of the job.

Job Description
Job description is a functional description of what the

job entails. It describes the job in terms of its title, location, tasks, duties, responsibilities, working conditions, hazards and relationships with other jobs.

Job Specification
It is a statement of the minimum acceptable human

qualities required for the proper performance of job. It is a written record of the physical, mental, social, psychological, and behavioral characteristics which a person should posses to perform the job effectively.

Job Evaluation
Job evaluation is an orderly systematic technique of

determining the relative worth of the various jobs within the organization so as to develop an equitable wage and salary structure.

Specific Uses Of Job Analysis Information

Organizational Design
Human Resource Planning Recruitment and Selection

Placement and orientation

Training and development Performance Appraisal Career Path Planning Job Design Job Evaluation

Specific Uses Of Job Analysis Information (cont.)

Labour Relations
Employee Counseling Health and Safety

Organizational Design
Authority
Responsibility Accountability Job analysis is useful in classifying jobs and making

interrelationship among them. It minimizes duplication and overlapping of jobs. It helps in deciding hierarchical positions and functional differentiation.

Human Resource Planning

Future Job Requirements
Skill Requirements

Job analysis provides useful information for

forecasting manpower requirements in terms of knowledge and skills. It also helps in planning for promotions and transfers by indicating lateral and vertical relations-ships between different jobs.

Recruitment and Selection

Stimulating And Attracting The Candidates Matching Job Requirements And skills
Job analysis provides information relating to the tasks,

responsibilities, knowledge and skills which serve as a realistic basis for hiring people. Job vacancy is advertised on the basis of job description and job specification. Job analysis provides understanding of what an employee is expected to do on the job. Selection methods are based upon such understanding.

Placement And Orientation

Assigning specific job to each one of selected candidates.
Introducing the organization. After selecting people, we have to place them on jobs best

suited to their interests, activities and aptitude. If we are not sure about what needs to be done on a job, it is not possible to identify the right person suited for the job. Similarly, effective job orientation cannot be achieved without a proper understanding of the needs of each job. To teach a new employee how to handle a job, we have to clearly define the job.

Training And Development

Updating skills
Changing job requirements

If there is any confusion about what the job is and

what is supposed to be done, proper training efforts cannot be initiated. Whether or not a current or potential job holder requires additional training can be determined only after the specific needs of the jobs have been identified through a job analysis.

Performance Appraisal
Performance standards
Review of performance

Comparing on the basis of job analysis

Giving feedback

Career Path Planning

Future prospects for moving along career paths.
Job analysis provides a clear idea of opportunities in

terms of career paths and jobs available in the organization. Combined effort for career planning.

Job Design And Redesign

Job simplification.
Job rotation. Job enlargement.

Job enrichment.
Industrial engineering: measurement, simplification

and improvement of work. Human engineering: redesigning jobs to match the physical and psychological capabilities.

Job Evaluation
Classification of jobs
Salary structure

Job analysis serves as the basis for determining the

relative worth of different jobs. It helps in developing appropriate internal pay equity

Labour Relations
Work load Work procedures Job analysis helps in collective bargaining. It also helps in resolving disputes grievances.

Employee Counselling
Confusion about career
Know yourself

Job analysis provides information about career choices

and personal limitations. Helpful in vocational guidance and rehabilitation counselling.

Rehabilitation Counselling

Health And Safety

Hazardous environmental and operational conditions.
Job analysis reveals unhealthy and hazardous

conditions. On this basis management can develop measures to ensure health and safety.

Conclusion