Job Analysis - Meaning & Uses of Job Analysis
Job Analysis:
The process of studying and collecting informations relating to the operations and responsibilities of a specific job. The immediate product of this analysis are job description and job specification.
It analyze the content & characteristics of the job and requirements/ qualifications needed to perform those jobs.
Job Description:
Job description is an organized, factual statement of the duties and responsibilities of a specific job.
It should tell what is to be done, how it is done, and why. It is a standard of function. It defines the authorized content of the job. It contains : job title, location, job summary, duties, machine, tools and equipments, materials used, supervision given or received, working conditions, hazards etc.
Job Specification:
A statement of the minimum acceptable human qualities necessary to perform a job properly. It is a standard of personnel and designates the qualities required for acceptable performance.
A statement of human qualifications necessary to do the job. Usually contains such items: education, experience, training, judgement, initiative, physical effort, physical skills, communication skills, emotional characteristics, sensory demands such as sight, smell, hearing and many others depends upon the nature of job.
Uses of Job analysis
• HRP: Number & types of human resource are determined by the jobs which need to be staffed. Job related information is provided by JA.
• Recruitment & Selection: An understanding of the types of skills needed and the types of job that may open in future helps HR manager to plan recruitment and knowledge about the work to be done and qualifications needed helps to select right person- match the right people with the right job.
• Training & Development: What a given job demands from the incumbents in terms of knowledge & skills? Training & development programmes can be designed depending on the job requirements.
• Job Evaluation: Determination of relative worth of each job to determine wage & salary differentials. Relative worth is determined mainly on the basis of job description & specification.
• Remuneration: Remuneration should be based on relative worth of each job. Employee need to be compensated on the grades of the job which they occupy. Otherwise feeling of inequity may arise.
• Performance Appraisal: Job Analysis helps to fix standards for performance in relation to which actual performance is compared and assessed.
• Safety & Health: Provides information regarding hazardous conditions, unhealthy environmental factors. So that corrective measures can be taken to minimize and avoid the possibility oh human injury.
• Personnel Information: Planning, acquisition, development, utilization and remuneration purpose Job Analysis helps by providing information.
