Job Analysis and its uses

Human resource is the key investment for any industry. As early as managers realized the above fact they tried to form a blue print. This blue print would contain some specifications like the job type, its domain, appraisal system, promotion strategies etc. This very framework is called job analysis. Job analysis is description of a particular job with all its rules, regulations, duties and responsibilities. The subject is as deep as management, and works as lubricant for proper working of human resource management.  The important issue of job analysis is helpful in general for recruiting correct people at correct stages correct positions but in disguise fulfills wide aspects of job report card. Here are some of its uses.

HR planning is the key role of job analysis. With the help of job analysis a company makes out as to what skills are required for a particular job. Detailing of all the aspects related to job is done for proper human resource management. After determining the skills prospective workforce is considered. Another aim is to ascertain how much work force needs to be recruited at the moment for the job called forecasting. This is very important as this directly affects the companies’ finance. Job analysis is rigorously done to determine the number of intakes for proper channelization of human resource.

After forecast has been done second step is to recruit the workforce on the basis of the job analysis. For example for a post where traditionally MBA’s should be hired after the analysis it was found that sharp students with analytical approach can fill in and that too with lesser salary. Definitely now the number of hot spots of students suddenly increased, leaving organization with better workforce.

Further smoothening the process, job analysis helps in selection of proper person from the hot spot chosen in the earlier step. Because job analysis is nothing but job specification, it clearly specifies what is needed to be done for the job hence helps in picking the right person for the seat. Each company definitely takes an HR round before entry to just insure this very aspect only.

After we have picked up workforce, placing everyone at correct positions is done with the help of job analysis. Since it clearly marks the domain of the job, each person is placed according to his capabilities, aptitude and attitude towards a particular job, all of which is decided while framing job specifications. We cannot place a person having talent but without interest on a particular job, because job analysis has defined the future endeavors of the job.

After assigning each one there places begins the training. This is completely dependent on the job analysis. Each organization spends handsome amount of money on training programs and they are extensively designed as per the job requirement. Curriculum of training programs is decided with the help of job analysis to carve just perfect workforce specialized for a particular job. Not only this, the job analysis is required for promotion policies and decisions. Since every job requires specific person of a genre, extensive job analysis is made and then any decisions regarding promotions are made. Bosses suggest or refer particular employees for a job on the basis of job analysis only.

Restructuring of jobs is done on the basis of job analysis. Once a particular job is operational slowly we get to observe its short comings and problems regarding work or domain. These problems need to be eliminated well within the time for proper functioning of organization. This is done with the help of job analysis. Since job analysis specifies each aspect of the job, all the aspects are carefully studied with the help of job analysis and then restricting of jobs is done. There is deeper management studies like grievance removal and job satisfaction etc, which all are taken care of after restructuring only.

Further job analysis helps in job evaluation. In this we actually rank different jobs on the basis of their difficulty, level of skill required and other factors for internal appraisal and salary differences.

Job analysis is a very essential part of every human resource management program and ensures its proper functioning. Job Analysis is very useful in determining compensation for each level or position of the job.

Comments are closed.