The systematic process of gathering and making decisions about all the significant information associated to a job is known as job analysis.
The duties & nature of the job is determined through procedure of job analysis along with the types of individuals hired for them.
Information can be utilized which is given to write job specifications and job descriptions that are used in compensation, recruitment & selection, training and performance appraisal.
Reasons for Conducting Job Analysis
Following are some of reasons for which a sound job analysis system is required.
Staffing: If the recruiter did not know the qualifications required to do the job, all areas of staffing would be haphazard.
Training & Development: If the specification propose that the job needs a certain skill, knowledge and ability and individual filling the post have not all the qualification needed, training & development is probably required.
Compensation & Benefits: Before a dollar value can be placed on job, the relative value of a particular job to the business organization must be known. From an internal perspective the more job is worthy when the more important its responsibilities and duties are.
Safety & Health: Safety & health considerations are identified through value able information derived from job analysis.
Legal Considerations: The legality of employment practices is supported by properly conducted job analysis.
Types of Job Analysis Information
If the job analysis is to be achieved successfully, considerable information is required. Knowledge of the kinds of equipment, tools, machines and work aids that are employed in performing the job is significant. Standards are identified that are built for the job by some job analysis systems.
When Job Analysis is performed
Job analysis is performed under the following cases.
- When the Organization is founded
Complete information about the jobs to be done is gathered through job analysis, when organizations are created.
- When New Jobs are Created
Job analysis is conducted when jobs are altered importantly as a consequence of new methods, technologies, systems or procedures for analyzing them
Uses of Job Analysis Information
- Recruitment and Selection: Job specification and job analysis are organized from the information collected from a job analysis, which assist management to make decision that what kind of persons to recruit and hire.
- Compensation: From the information collected from a job analysis, the estimated value and suitable compensation for every job is ascertained.
- Performance Appraisal: Specific activities of job and performance standards are determined through job analysis.
- Training: The required activities and skills of the job should be shown in job description on the basis of job analysis.
- Discovering Unassigned Duties: Unassigned duties are revealed with the help of job analysis
- EEO Compliance: In validating all main personnel activities, job analysis is critical step as stipulated in The Uniform Guidelines on Employee Selection.
Steps in Job Analysis Process
Following are the steps that are included in job analysis process.
- What data will be gathered and how it should be gathered will be determined by identifying how information will be used.
- Relevant background information is reviewed such as process charts, organizational charts and job descriptions.
- Because there may be too many similar jobs to analyze and it may not be essential to examine them all, choose representative positions to analyze.
- Analyze the job by gathering data on needed employee behaviors, job activities, human traits, working conditions and abilities required to do the job.
- Job analysis information should be reviewed and verified with job incumbents in order to affirm it is factually complete and right.
- From job analysis information, build a job specification and job description.
Job Analysis Outcomes
Job Description: A written document of how job holder performs it, what does him or she actually performs and under what stipulations the job is done is refer to as job description. For writing job descriptions, there is no standard format.
Job Specification: A statement including least acceptable qualifications that a person should have in order to do certain job. Items typically contain in job specification are experience, educational requirements, physical abilities and personality traits.
Job Evaluation: The worth of job is specified in job evaluation process on the basis of job comparability and according to significance & worth of job and relative value. Compensation is designed and chosen.
