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What Is Uses Job Analysis In Job Design?

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1. Recruitment, selection and placement
2. Job evaluation - compensation
3. Performance appraisal
4. Labor and human resource relations
5. Utilizing human resource
6. Training and development
7. Ensure complete assignment of duties
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  1. Human
         resource planning: Job analysis helps in forecasting human
         resource requirements in terms of knowledge and skills. By showing lateral
         and vertical relationships between jobs, it facilitates the formulation of
         a systematic promotion and transfer policy. It also helps in determining
         quality of human resources needed in an organization.
  2. Recruitment:
         Job analysis is used to find out how and when to hire people for future
         job openings. An understanding of the skills needed and the positions that
         are vacant in future helps managers to plan and hire people in a
         systematic way. For example, a company might be traditionally hiring MBA
         students for equity research. A recent job analysis showed that the
         positions could be filled by graduates with an analytical mind. Now, this
         would help the company hire equity analysts from a greater number of
         available graduates by offering even a slightly lesser salary.
  3. Selection:
         Without a proper understanding of what is to be done on a job, it is not
         possible to select a right person. If a Super bazaar manager has not
         clearly identified what a clerk is to do, it is difficult to find if the
         person selected must be able to position stores items, run a cash
         register, or keep the account books.
  4. Placement
         and orientation: After selecting people, we have to place them on
         jobs best suited to their interests, activities and aptitude. If we are
         not sure about what needs to be done on a job, it is not possible to
         identify the right person suited for the job. Similarly, effective job
         orientation cannot be achieved without a proper understanding of the needs
         of each job. To teach a new employee how to handle a job, we have to clearly
         define the job.
  5. Training:
         If there is any confusion about what the job is and what is supposed to be
         done, proper training efforts cannot be initiated. Whether or not a
         current or potential job holder requires additional training can be
         determined only after the specific needs of the jobs have been identified
         through a job analysis.
  6. Counseling:
         Managers can properly counsel employees about their careers when they
         understand the different jobs in the organization. Likewise, employees can
         better appreciate their career options when they understand the specific
         needs of various other jobs. Job analysis can point out areas that an
         employee might need to develop to further a career.
  7. Employee
         safety: A thorough job analysis reveals unsafe conditions associated
         with a job. By studying how the various operations are taken up in a job,
         managers can find unsafe practices. This helps in rectifying things
         easily.
  8. Performance
         appraisal: By comparing what an employee is supposed to be doing
         (based on job analysis) to what the individual has actually done, the
         worth of that person can be assessed. Ultimately, every organization has
         to pay a fair remuneration to people based on their performance. To
         achieve this, it is necessary to compare what individuals should do (as
         per performance standards) with what they have actually done (as per job
         analysis).
  9. Job
         design and redesign: Once the jobs are understood properly, it is
         easy to locate weak spots and undertake remedial steps. We can eliminate
         unnecessary movements, simplify certain steps and improve the existing
         ones through continuous monitoring. In short, we can redesign jobs to
         match the mental make-up of employees.
  10. Job
         evaluation: Job analysis helps in finding the relative worth of a
         job, based on criteria such as degree of difficulty, type of work done,
         skills and knowledge needed, etc. This, in turn, assists in designing
         proper wage policies, with internal pay equity between jobs.


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