Job Analysis

 Job Analysis

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Job analysis refers to a systematic process of collecting all information about a specific job, including skill requirements, roles, responsibilities and processes in order to create a valid job description. Job analysis also gives an overview of the physical, emotional & related human qualities required to execute the job successfully.

Job analysis is an important step in ensuring that the right candidate is selected. Job analysis helps the employer in recruitment and selection, performance management, choosing compensation and benefits, etc. It helps the employees to have a clear picture of what is actually required of them.

As companies grow and roles change, HR professionals might need to review roles and job expectations by performing a job analysis. In this job analysis, employees can discuss skill sets or tasks needed to perform the role. A job analysis can help revise roles, improve current practices and might even adjust pay in some cases. In this article, we explore what a job analysis is and how to perform a job analysis.

Manpower Planning

Job analysis is a qualitative aspect of manpower needs, as it determines job requirements in terms of skills, qualities and other human characteristics. This facilitates the division of labor into different occupations.

Recruitment, Selection and Placement

In order to hire a good person for the job, it is very important to know the requirements of the job and the qualities of the person who will be doing the job. Information on these two elements comes from the job description or job description and helps management to tailor the job requirements as closely as possible to the attitudes, skills, interests of employees, etc.

Training and Development

Job analysis determines standard levels for job performance. Helps manage learning development programs.

Job Evaluation

Job analysis provides the basis for job evaluation. The purpose of a job appraisal is to determine the relative value of the job which in turn helps determine job compensation.

Job Analyzing Methods...

Observation Method

Three methods of Job Analysis are based on observation. These are- Direct Observation; Work Method Analysis, including time and motion studies and micro-motion analysis; and critical incident method.

   Interview Method

It involves discussions between job analysis and job occupants or experts. Job analysis data from individual and group interviews with employees are often supplemented by information from supervisors of employees whose jobs are to be analyzed.

   Technical Conference Method

In this method, services of the supervisors who possess extensive knowledge about a job are used with the help of a conference of the supervisors. The analyst initiates discussion which provides details about the job.

What is Job Analysis and Job Description...?

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Job analysis can be understood as the process of gathering information related to a particular job. This information includes knowledge, skills and abilities to work effectively. It is useful for preparing job description and job description.

A job description is a document that indicates what the job covers, that is, the functions, responsibilities, duties, powers and officers, attached to the job. 

In excellent terms, job analysis means an in-depth examination and evaluation of a particular job. Therefore, the job description is a statement that is characteristic of a particular job.

References..

Baroudi, J., M. Olson and B. Ives, 1986. ‘An Empirical Study of the Impact of User Involvement on System Usage and Information Satisfaction’, 29: 232-38.

DeSanctis, G., 1986. ‘Human resource information systems: a current assessment’, MIS Quarterly, March, 15-27.