Job Analysis is the heart of the entire human resource practice. It forms the basis for other Human Resource activity. It plays a very important role in every organisation. Before moving further we should know that what is job analysis? Job Analysis refers to the process of collecting detailed information pertaining to a job. It is the process through which we determine the duties, responsibility and nature of the job. Job Analysis helps us to finally decide educational qualifications, skills and knowledge that an organisation requires in an employee to perform a particular job. Job Analysis also provides the basis for determining what types of information should be obtained from the applicant, from previous employers and from other sources. It also helps in finding which kind of person should be hired for a particular position. It is a process of studying, collecting and analysing information or data related to a job. Job Analysis comprises of Job Description and Job Specification and these are utilised in recruitment and selection, compensation, performance appraisal and training. Job Analysis mainly includes reviewing job responsibilities, doing research, analysing duties, task and responsibilities and reaching the most important outcome. The main feature of Job Analysis is that it is a systematic way of gathering and analysing information about a job as we know that it is the most basic building block of Human Resource Management. Job Analysis is linked to all human resource activities like recruitment and selection, compensation, training and performance appraisal. Job Analysis plays a key role in employee or labour relation issue. It also helps in re-designing of jobs. There are many purpose and uses of Job Analysis they are –
- Recruitment and Selection – Job Analysis is used to find out how and when to hire people, it also helps in determining what kind of person is required for a particular job position. It helps in pointing out the educational qualifications, experience and skills required for the position. The main objective is to hire a right person at a right position.
- Placement and Orientation – After selecting people, we have to place them at a right place according to their knowledge, skills and abilities. And after that we have to teach our new employees that how to handle a job and for that we have to clearly define the job which is possible only through effective job orientation.
- Training – After we have placed and oriented our new employees we have to see that, is there any confusion about the job and if it is there we have to provide them a proper training. Whether they require additional training or not is determined and identified through a job analysis.
- Employee Safety – A detailed and systematic job analysis reveals unsafe and hazardous condition if any associated with the job. This helps in building a good image in front of applicants regarding the organisation. This helps in rectifying things easily.
- Job Evaluation – Job Analysis helps in finding the worth of the job. This also helps in assisting in designing proper wage policies.
- Labour Relation – Job Analysis helps in improving the labour-management relation. It can also be used to resolve disputes and grievances between employee and management relating to work load, wages, etc.
- Discipline – Job Analysis helps in studying the reason behind the failure of the workers to meet the required standard of performance and to take corrective measures in correct time. In this way, it helps in maintaining discipline in the organisation.
Last But Not the Least
Job Analysis is an important function of Human Resource Management. It helps in increasing the productivity of employee as well as the organisation.