Job Analysis and its importance

 

Job Analysis and its importance


"Job analysis deals with the anatomy of the job. This is a comprehensive study of the job that includes all known and determinable factors, such as the duties and responsibilities involved in its performance; the conditions under which performance is carried out; the nature of the task; the qualifications required of the worker; and the employment conditions, such as pay, hours, opportunities, and privileges." Wylie, Harry L.

What is job analysis?

The first step in the hiring process is to conduct a job analysis. Job analysis is an in-depth examination of the job responsibilities, as well as the knowledge, skills, talents, and personal traits required to accomplish a certain job position. Job evaluation entails the use of two confidential documents: the job description and the personal specification. 

 

Collecting Back Ground Information

 


Select Representative Position


 


Collect Job Analysis Data

 


Develop Job Description

 

Develop Job Specification.

 

Job Description.

A job description, sometimes known as a JD, is a written document that outlines the main responsibilities of a position. It may also define the functionary to whom the position reports, as well as specifications such as the qualifications or competencies required of the individual doing the activity, information about the device, equipment, and work aids used, running conditions, physical demands, and salaries.

Personal Specification

A personal specification is a written document that outlines the problems that an aspiring professional must face in order to succeed and minimize errors in a position offered by an organization. This paper outlines the person's qualifications and educational requirements for the job.

Job Description

Job Specification

Job Title

Education

Location

Qualification

Summary of duty

Experience

Responsibility

Training

Working Conditions

Personalities

Authority

Skills and abilities

 

Importance of carrying out job analysis are:

• Conducting a job analysis gives useful job-related information such as job duties and responsibilities, job risks and hazards, skills and abilities required to perform the job, and so on.

• Job analysis assists HR managers in determining who is the most qualified person for a certain job.

• Job analysis aids managers in comparing desired output to actual output and conducting effective performance reviews.

• Employment analysis aids managers in determining appropriate remuneration packages, allowances, and benefits for a particular job position.

Disadvantages of carrying out job analysis are:

• The job analysis procedure takes time.

• It necessitates a significant amount of human work and involves personal matters.

• If job analysis isn't done correctly, the organization will waste money.

• Emotional qualities, knowledge, and intellect are not immediately measurable mental capacities.

 

References

SLIATE study Pack

Boxall P , Purcell J, 2003. Strategy and human resource management. In: New York: Palgrave Macmillan

Donaldson, C., 2004. Main Roads W A: dynamic HR HR Magazine. [Online] Available at: http://www.humanresourcemagazine.com.au/articles/B0/01FD
Office Organization and Management Harry L. Wylie 1957

 

Comments

  1. Nishantha RathnayakeMay 7, 2022 at 12:10 PM

    As discussed, A thorough job analysis is essential for selecting the best candidate. Employers can use job analysis to help with recruitment and selection, performance management, and compensation and benefits decisions.Good article

    ReplyDelete

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