DISCUSSION ACTIVITY -REFLECTION (2/5) 1

Discussion Activity-Reflection (2/5)

Human Resources Management

HRM8130
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Job analysis is the systematical method of studying and collecting relevant information and

data related to the operations and responsibilities of a certain job[CITATION Bel20 \p 132 \l

1033 ]. Irrefutably job analysis is the bedrock of HRM practices as job analysis helps

managers to learn and understand about a particular job, so that they can optimize and

amend if there is anything wrong. Through job analysis managers can decide what

qualification, knowledge, talent and skill are required for an employee to do a job by

determining duties, responsibilities and nature of the job.

Human resource managers use job analysis to increase the productivity of an organization

by fitting the employee in the right place. They use the data from the job analysis to identify

the need of an organization. Job analysis acts as a foundation for the effective recruitment,

selection, performance management and career development. There are two main aspects

of job analysis: job description and job specification. Job description is a statement that

contains what is the job title, location, duties, materials used, supervision given and working

conditions. Whereas job specification is a statement which mentions the education,

experience, judgement, physical efforts and skills, communication skills required for

performing a job effectively.

Job specification and job description acts as the root to various HR activities such as

recruitment, selection, compensation and performance appraisals. An organization needs to

recruit employees on the regular basis. So, it is essential to recruit the person as per the job

requirement. Job analysis helps the managers to better understand the need of the job and

what ability is required to perform the job. As job analysis gives the information about the

qualification requirement of applicants for a job opening, they serve an important role in
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the recruiting function [CITATION Bel20 \p 129 \l 1033 ] . This eventually helps to recruit and

select employee as per requirement of the job.

Job analysis guide HR managers in compensation to find out skill level of an employee, this

helps them to decide the value of employee for a certain job opening. It also gives idea to

managers that what additional incentive should they give to the employee. The information

gathered from job analysis can be used to determine the pay scale of the jobs as difficult

and hardworking jobs and working on hazardous condition needs high pay.

Job analysis helps the HR managers to check if the objectives and aim of an organization is

fulfilled by checking the performance of an employee. It helps to identify the performance

standard, individual’s output and evaluation criteria. This gives managers the information

about the overall performance of an employee and he/she is given benefit according to it.

Moreover, developing transparent performance standard or guidelines to minimize the

communication problems in performance appraisal feedback among managers, supervisors

and employees.

In conclusion, job analysis is a very important in HRM activities as it not only help an

organization to fulfill its requirement and goals but also gives managers the information

about the problem of an employee and skill, knowledge and talent to be required for an

employee to perform a certain task.

References
Belcourt et al., P. S. (2020). Managing Human resouces. Alexis Hood. Retrieved from
https://reader.texidium.com/dist/#/book/14115
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