What Is Uses Job Analysis In Job Design?

Question

What Is Uses Job Analysis In Job Design?

2 Answers

Answer Question

Answer 1

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

Answer 2

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.
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.
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.
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.
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.
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.
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.
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).
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.
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.