Purposes of Job Descriptions

One of the reasons why interest in job analysis has increased recently is that is serves so many purposes and has such an extensive set of relationships with other human resource activities. Among the added purposes to which job analysis has been put are the following:

* It assists the supervisor and employee in defining each employee's duties and related tasks.

* It serves as a reference guide for moving employees in the correct work-related direction.

* It prescribes the importance and time requirements for a job.

* It identifies reporting relationships for supervisors and subordinates.

* It guides any change in work design and task management.

* It serves as a basis for establishing career development programs and paths for employees.

* It guides supervisors in writing references and preparing resumes for employees either leaving or seeking new employment (Schuler, 1991, 116).

Mondy and Noe (1993) state that a job consists of a group of tasks which much be performed for an organization so it can achieve its goals. A job may involve the efforts of

. . .
for job analysis is found in the area of human resource planning which takes into account the different knowledge, skills, and ability levels necessary for jobs in the organization. This makes employee recruitment and selection more effective. It can identify areas where further training is required. Job analysis thus should be used to assist workers in performing duties specified in their present job descriptions or to prepare them for promotion to higher level jobs. Job analysis serves the needs of performance appraisal and by assuring that employees are evaluated in terms of how well they accomplish the duties specified in their job descriptions. If a manager evaluates an employee on factors not included in the job description, he or she is open to charges of discrimination. Job analysis helps in the area of compensation as the relative value of each job can be determined so a dollar value can be placed on each. Information developed through job analysis can also be useful in identifying safety and health considerations for a given job. Job analysis serves an important role in employee and labor relations in terms of the consideration of employees for promotion, transfer, or demotion (Mondy & Noe, 1993, 110-112). Th
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Approximate Word count = 1528
Approximate Pages = 6 (250 words per page)

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