MAE C.

LIBRE PSYCH 34 – A

BS PSYCHOLOGY III MARCH 20, 2022

Job Analysis plays an important role in career of the employees, training,

recruitment and selection, performance appraisal, human resource planning, project

future needs, legal defense, and research. Job Analysis plays an important role in

career of the employees, human resource planning, project future needs, legal defense,

performance appraisal, recruitment and selection, training, selection, and lastly

research. Job analysis is crucial on career of the employees because it provides them

employment guidance about the organization's career ladder, allowing them to acquire a

clear picture of what is required of them in order to advance in their careers. An

organization can use a job analysis to determine what types of training people in various

professions require. Individual performance is improved, workplace learning is

stimulated, and continuous progress is facilitated through training. As positions change,

promotional opportunities occur, and employees contemplate career opportunities

beyond their current employment, the job analysis can assist organizations in identifying

qualified individuals. The job analysis can provide a solution for the most effective work

organization (work classification), improving ineffective processes (work redesign),

planning training for introducing new employees into existing processes, or existing

workers in new processes, establishing criteria for employment effect assessment,

adequate and fair compensation, and advance planning of employees throughout their

careers. In order for the human resources management industry to function properly, to

boost the effectiveness and efficiency of the system in a seamless manner. It is

unavoidable for a corporation to conduct a job analysis. With the growing understanding
of the HR–performance link, it's been argued that companies who use job analysis as

an HR planning technique are more likely to achieve a competitive edge. Job analysis is

definitely a significant human resource approach that may improve communication,

accommodate change, contribute to improved human resource management, and be

cost effective in enhancing an organization's corporate performance through effective

worker recruiting and training. Job analysis is critical to other activities in human

resources management, such as job description, job definition, training, compensation,

and performance management. A job analysis has been regarded as "the foundation for

the solution of nearly every human resource problem" and is required for virtually all

HRM responsibilities. The job analysis is a tool for determining the Knowledge, Skills,

Abilities, and Other Requirements (KSAOs) that are required for each organizational

role to function effectively. The standards of quantitative and qualitative performance of

roles in accomplishing organizational goals are identified through performance

appraisal. Managers and supervisors conduct performance evaluations in order to

convey expectations, coach staff, and provide regular feedback. HRPs can use the job

analysis to create a job description that contains a job title, a general job summary,

duties and responsibilities, and job qualifications. Job analysis is also necessary and

required for legal documentation; if an organization has a complete documentation file

on job analysis that details everything about a job, the nature of the job, and the job

requirements, you may use that as a defense in any legal matter. Lastly, it serves as a

foundation or can be utilized for research, which is why research is such an important

part of running a business, and the job analysis data will be very beneficial in doing

research.