Job analysis is a vital tool in taking a variety of human resource decisions. It is used
to design and execute a number of human resource management activities and
programs. They are described here:
Manpower Planning: job analysis helps in forecasting manpower requirements
based on the knowledge and skills and quality of manpower needed in
organization.
Recruitment: A carefully designed job analysis provides information as to what
sources of recruitment are to be used to hire employees. For example, job
analysis in a retail stores about merchandise sorters tells that village level
schools are potential source of recruitment.
Selection: Selection of the right candidate to the right job can only be done with
the help of job analysis. In the case of retail stores, a billing assistant can be selected with the knowledge
of accounting, cash, and computer operations. This is possible with the help of
job analysis.
Training and Career Development: Job analysis provides valuable information
to develop training programs. It provides information about what skills are to be
trained. It also provides information about various techniques to be used in
career development of employees.
Placement and socialization: After people are selected and trained, they must
be placed in suitable jobs. Job analysis provides information about the suitability
of jobs. A clear job analysis guides the process to socialize the employees to
develop sound relationships with all those persons.
Compensation: Job analysis provides information as to how much compensation
and other financial and non-financial benefits to be associated with each job.
Employee Safety and Welfare: Job analysis details information on working
conditions. Thus, management tries to provide safety and welfare measures that
are outlined in job analysis.
Performance Appraisal: Performance of employees is appraised based on
standard criteria provided in the job analysis.
Counselling: A good job analysis provides information to the superiors about the
jobs. They use this information to guide and counsel employees about their
career options, performance, training requirements and skill up-gradation.
Strategic Planning: Job analysis enables human resource manager to develop a
long-range strategic plan in all concerned areas of human resources.
to design and execute a number of human resource management activities and
programs. They are described here:
Manpower Planning: job analysis helps in forecasting manpower requirements
based on the knowledge and skills and quality of manpower needed in
organization.
Recruitment: A carefully designed job analysis provides information as to what
sources of recruitment are to be used to hire employees. For example, job
analysis in a retail stores about merchandise sorters tells that village level
schools are potential source of recruitment.
Selection: Selection of the right candidate to the right job can only be done with
the help of job analysis. In the case of retail stores, a billing assistant can be selected with the knowledge
of accounting, cash, and computer operations. This is possible with the help of
job analysis.
Training and Career Development: Job analysis provides valuable information
to develop training programs. It provides information about what skills are to be
trained. It also provides information about various techniques to be used in
career development of employees.
Placement and socialization: After people are selected and trained, they must
be placed in suitable jobs. Job analysis provides information about the suitability
of jobs. A clear job analysis guides the process to socialize the employees to
develop sound relationships with all those persons.
Compensation: Job analysis provides information as to how much compensation
and other financial and non-financial benefits to be associated with each job.
Employee Safety and Welfare: Job analysis details information on working
conditions. Thus, management tries to provide safety and welfare measures that
are outlined in job analysis.
Performance Appraisal: Performance of employees is appraised based on
standard criteria provided in the job analysis.
Counselling: A good job analysis provides information to the superiors about the
jobs. They use this information to guide and counsel employees about their
career options, performance, training requirements and skill up-gradation.
Strategic Planning: Job analysis enables human resource manager to develop a
long-range strategic plan in all concerned areas of human resources.