Uses of Job Analysis in Human Resource Management (HRM)

The information produced by job analysis is used extensively in HRM.  It is difficult to imagine how an organisation could effectively hire, train, appraises, compensate or utilise its human resources without the kinds of information derived from job analysis”

  1. Job Descriptions – job descriptions define what a job is by identifying its content, requirements and context.  Because job descriptions provide a written summary of the duties and responsibilities of the job, they help managers and current and prospective employees understand what the job is and how it is to be performed.
  2. Job Specification – job specifications focus on the personal characteristics and qualifications that an employee must possess to perform the job successfully.
  3. Job Design – job design identifies what work must be performed, how it will be performed, where it is to be performed and who will perform it.  Job analysis information is invaluable in determining which tasks should be grouped together to form a job and structuring jobs so that employee satisfaction and performance can be enhanced.
  4. Organisational Structure and Design – job analysis by clarifying job requirements and the inter relationships among jobs means content and tasks duties and responsibilities at all levels can be specified, thus promoting efficiency by minimising overlap or duplication. Job analysis information is invaluable in determining which tasks should be grouped together to form a job and structuring jobs so that employee satisfaction and performance can be enhanced.
  5. HR Planning – HR or personnel planning involves “getting the right number of qualified people into the right job at the right time”.  Job analysis information is essential for this if the number and types of employees to be recruited or exited from the organisation are to be accurately determined.
  6. Recruitment – job analysis information helps the HR Manager attract better qualified candidates by identifying who to recruit and how and where to recruit them by establishing the job requirements that must meet.  In addition, job analysis permits the HR Manager to provide realistic job previews by highlighting irrelevant and or distorted job information.
  7. Selection – job analysis information identifies what the job is by defining what duties and responsibilities must be performed.  This facilitates the development of job related selection techniques, helps ensure that EEO requirements are met, and increases the likelihood of a proper matching of an applicant with a job.  Finally, job analysis information can be used to validate the selection techniques.
  8. Orientation – Effective job orientation requires a clear understanding of the work to be performed.  A new employee cannot be properly taught how to do a job if job duties and responsibilities are not clearly defined.
  9. Performance Appraisal – Job analysis information is essential to the establishment of performance standards.  Through job analysis a thorough understanding of what the employee is supposed to do is obtained.  Without this, acceptable levels of performance cannot be determined or an accurate measure of actual performance obtained.
  10. Training and Development – Job analysis information is used to design and implement training and development programs.  The job specification defines the knowledge, skills and abilities required for successful job performance.  This allows the HR Manager to establish training and development objectives, design programs and determine whether or not a current or potential employee requires training.
  11. Career planning and Development – HR Managers are better placed to offer career guidance when they have a good understanding of the types of jobs existing in an organisation.  Similarly, by identifying jobs and job requirements, employees become aware of their career options and what constitutes a realistic career objective for them in the organisation.
  12. Compensation and Benefits – the job description is the foundation of job evaluation.  It summarises the nature and requirements of the job and permits its evaluation relative to other jobs.  Once the relative worth of a job has been determined an equitable level of compensation and benefits can be assigned.
  13. Health & Safety – job analysis information helps create a healthy and safe working environment.  Jobs with hazardous conditions methods or procedures can be identified and redesigned to eliminate or reduce exposure to health and safety hazards.
  14. Industrial Relations – Misunderstandings and disagreement among managers, employees and unions over job content is a major source of grievance and demarcation disputes.  Job analysis information can help avoid such disputes by providing a clear description of tasks and responsibilities and identifying the formal qualifications, skills, abilities, knowledge and experience required to successfully perform the work.

About Abey Francis

Abey Francis is the founder of MBAKnol - A Blog about Management Theories and Practices - and he's always happy to share his passion for innovative management practices. You can found him on Google+ and Facebook. If you’d like to reach him, send him an email to: [email protected]
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