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USES AND APPLICATIONS OF JOB ANALYSIS


USES AND APPLICATIONS OF JOB ANALYSIS

             Job analysis can be useful for a wide range of purpose. Job analysis provides information for taking various decision about personnel in organisation. Most functions of human resource management can be performed effectively with the help of data derived from job analysis.

1. Accomplish The Goals: Werther and Davis have stated, “Jobs are at the core of every organisation’s productivity. If they are designed well and done right the organisation makes progress towards its objectives. Otherwise, productivity suffers, profits fall, and the organisation is less able to meet the demands of society customer, employees, and other with a stake in its success.”

2. Workforce/ Team Planning: Job analysis provides useful information for forecasting manpower database to set up and design “information system” in personnel department. This explains every aspects if personnel job. With the help of this information, personnel specialists are enabled to make sound decision concerning jobs and human resource.

3. Induction of New Employee: In orienting and inducting new employees, job analysis helps to clarify what the employee needs to know about his job. It helps the employee to learn the activities, task and duties that are required to perform a given job more effectively.

4. Training and Growth: The information provided by job analysis may be useful in identifying training needs and developing the content of training programmes. It helps in deciding what is to be learnt and how. It also helps in designing the development programmes for the employees. Job rotation, job enlargement and job enrichment are based on an analysis of job requirement.

5. Performance Reward System: Job analysis defines job goals and is useful in appraising the work done toward those goals. Appraising performance involves comparing an employee’s actual performance with his desired performance. And it is job analysis that determines desired performance in terms of standard to be achieved and activities to be performed.

6. Salary and Wages: The compensation in forms of salary, incentives, etc. is usually tied to the job’s required skills, educational level, safety hazards etc. Job description and analyses can be used to estimate the value and appropriate compensation for each job.

7. Personal Career Growth: Job information is useful in charting channels of promotion. It provides the employee with data concerning opportunities and requirement for career within the organisation.

8. Firm Audit: Job information obtained by job analysis often reveals cases of “poor organisation”. It points out the factors that may affect job design. Flippo says, “Job analysis constitutes a kind organisation audit.”

9. Develop the HR Information System: Job analysis provides information database to set up and design “information system” in personnel department. This explains every aspects of personnel job. With the help of this information, personnel specialist are enabled to make sound decisions concerning jobs and human resource.

10. Recruitment, Selection and Placement: Job analysis provides personnel management with information on what the job entails, and what “man requirements” are required to carry out these activities. This information is the basis on which the company decide what sort of people to recruit and choose. Job specification provide standards for testing the qualification of an applicant to successfully perform in a given position.

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