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.

"I appeared for 4 successive interviews for a job position at a media company. The very
"We have recruited a guy in our company and found that he edited his Btech
Can you challenge your employer at the Court of law if you were terminated for
"I completed MCA in 2009, after that I did some teaching job and tried for
"I am working in a manufacturing industry as a Sr. HR Officer. I have recently

  • Leolingham2000




  • Bhaskararaobattu

    I want Exact answers for the following Interview Questions
    what is accounts receivable and payable
    how to calculate DA in the part of salary
    What is VAT, How to Calculate VAT.
    What is Service Tax, How to Calculate Service Tax

  • Bhaskararaobattu

    How to prepare the VAT & Sales Tax Return and Central Excise Return and Service Tax Return,
    I want background Excel working format for VAT & Sales Tax, Central Excise,  Service Tax

  • Suribabukomaula

    Job analysis is very important factor in every HRM. HR professionals must fully aware of the job analysis in order to get good results of their performance. Job analysis not only gives the facility of  ” right man at right place”  but also provides the duties and responsibilities for a particular assignment and person who occupies the job. The specific functions and categorization of  job chart would be derived from job analysis.

  • Etcape

    Thank you for this article.  I agree that job analysis is vital in every HRM.  I am working in the academe and I am in-charge of Testing for recruitment.  Just recently, I had a meeting with our president regarding the use of psychological test results as one of the basis for hiring the right persons. The president challenged our unit to create a Policy Recommendation For Hiring in as far as the Psychological Testing is concern.  He wants us to set a selection criteria or general guidelines so that the requesting units will be properly guided as to what to consider or to prioritize in terms of the applicants’ cognitive ability as well as the personality profiles. I have many ideas on how to make one however, I am not sure if they are the right ones since this is  my first time to create this kind of policy. Any suggestions on this matter will be greatly appreciated.  Thank you.   

  • Idahorpatience

    Thanks Mr. Rama, I think this topic is timely to me, because my boss actually asked to analyze job analysis.  With this I have more than enough to give him. Although the nature of our operation does not allow for job analysis most times, but I think the company is trying to do something on it. Once again thanks.

  • Nehruk

    Thank you Rama Rao.. and how to prepare the Central Excise Return.

  • grace

    thank you. could someone  assist me on how  workforce diversity and job design is influencing the  increase in  advocacy of employee empowerment in today’s organization.thank u

  • Kartik Chandra Dutta

    yes.job description is essential for any human capital.It helps the future development of human asset. Besides Key Resposibility Area (KRA) is reuired to be determined for the  employee of an organisation.

  • Tahir Mohammad

    Nice article which will help HRM personnels to implement job analysis process and to make the process more effective those who already implemented. Although it is more difficult thing to judge someone ability in one sitting. Sometimes extrovert type of people give the impression that they are highly skilled for the job but actually they are not. While those who are introverts have the required skilled and ability but they cannot explain as compare to extroverts. Job anaylisis will diffinately make the task easy to select the right person for the job despite he/she is extrovert or introvert.


  • Kkverma31138

    Account Receivables are the amount due from your clients whom you have supplied the goods on credit and account payable is the amount you are to pay to your suppliers for purchases made by you (layman)
    DA is Dearness Aloowance which generally is paid as a percentage of Basic Pay based on price index.
    VAT is Value added tax
    Service tax is applicable on all services as notified by the government and as per the percentage fixed.