Job analysis is conducted to determine the responsibilities and qualifications needed for a position. It provides information about tasks, skills required, and the type of person suited for the job. This information lays the foundation for human resource activities like recruitment, performance evaluation, training, and compensation. When done properly, job analysis enhances success of these HR practices and creates competitive advantage for an organization.
Job analysis is conducted to determine the responsibilities and qualifications needed for a position. It provides information about tasks, skills required, and the type of person suited for the job. This information lays the foundation for human resource activities like recruitment, performance evaluation, training, and compensation. When done properly, job analysis enhances success of these HR practices and creates competitive advantage for an organization.
Job analysis is conducted to determine the responsibilities and qualifications needed for a position. It provides information about tasks, skills required, and the type of person suited for the job. This information lays the foundation for human resource activities like recruitment, performance evaluation, training, and compensation. When done properly, job analysis enhances success of these HR practices and creates competitive advantage for an organization.
responsibilities inherent in the position as well as the qualifications needed to fulfill its responsibilities.It is essential when recruiting to locate an individual having the requisite capabilities and education. Job analysis provides information in several cases including the following: 1. How much time is taken to complete basic tasks? 2. How are tasks grouped together in a job? 3. How can a job be designed so that employee performance can be improved? 4. What kind of job is needed to perform a given job? 5. What kind of person is best suited to perform a certain type of job? All these information provides a foundation for other HR activities Importance of Job Analysis
Successful HRM practices can lead to outcomes that create
competitive advantage. When properly performed, job analysis can ehnace the success of HRM practices by laying the required foundation. Specific Information Provided by Job Analysis 1. Job title and location 2. Organizational relationship-brief explanation of the number of persons supervised(if applicable) and job title of the position supervised. It also reflects supervision received. 3. Relation to other jobs-describes and outlines the coordination required by the job. 4. Job summary- condensed explanation of the content of the job. 5. Iformation concerning job requirements-usually provides information about machines, tools, materials, mental complexity and attention required, physical demands, and working conditions. It varies from job to job. Uses of Job Analysis Information
1. Preparing the job description and writing job
specifications 2. Recruitment and selection 3. Determining the rate of compensation 4. Performance appraisal 5. Training 6. Career planing and development 7. Safety 8. Labor relations