Importance of Job Analysis in an Organization

Analysis of jobs in the organization is a primary task for setting a baseline that enables human resources (HR) professionals to effectively manage job-related activities. Job analysis consists of two components: job description and job specification ("HRD & Marketing"). The job description "states job related details such as duties and responsibilities, salary and incentives, working conditions and facilities, etc.," whereas the job specification "gives the related details like qualifications and qualities required by job holders, experience and training required, etc." ("HRD & Marketing"). A job analysis is an efficient way to gather useful information about a job, and its cost-effectiveness makes it affordable for any organization (Adams).

Any attempt to apply HR resources and talent to the organization's jobs will be more effective if those jobs are clearly specified in terms of their variables. An effective training program for a particular job cannot be developed unless information about what the job entails is elucidated, for example. Details about the job's content, systems, standards, and demands can be used to choose or develop a training program that specifically meets the needs of the employees (Adams).

A job analysis is useful for many reasons. It can facilitate employee performance evaluations and promotions by identifying the level of work the employee has been accomplishing well and specifying the level of work required for the new job at th

Related Essays

Methods for Performing Job Analysis .... how the position fits into the organization and identifies .... lose sight of the importance of individual .... By understanding how to approach job analysis and design .... (1286 5 )

Descriptions .... to managers and employees throughout the organization. .... The importance of .... descriptions is recognized .... related processes such as job analysis and competency .... (2219 9 )

Purposes of Descriptions .... It prescribes the importance and time .... The task of job analysis is the systematic process of .... knowledge required for performing jobs in the organization, and the .... (1528 6 )

Job Analysis Collection Methods Nevertheless, despite job analysis being a primary function of HR its overall importance to the organization cannot be overestimated. .... (971 4 )

Analysis of a Work Order .... Several assumptions are made in the following analysis. .... in place a process by which each employee clearly understands the scope and importance of their ..... .... (2994 12 )

list of useful information about a job: JOB ANALYSIS Job Description Job Specification Job title Qualification Duties and responsibilities Qualities Working Conditions Experience Working hours Family background Salary and incentives Training Machines to be used, etc. Inter-personal skills, etc. ("HRD & Marketing") Major job functions or duties Common personal interactions Work tasks Future impact Skills or competencies Critical situations faced by job holders Work related knowledge Comparisons with other jobs (similarities and differences) Performance standards and rating scales Physical abilities Career paths Work environment factors Work experience requirements Decision making authority Education requirements Typical-day descriptions Training requirements Certification requirements Related job families Competency models (Adams) A job analysis should not be confused with analyses aimed at evaluating employees; it is strictly concerned with evaluating the particular job duties and requirements of a job and making judgments about their relative importance ("HR Guide to the Internet: Job Analysis: Overview"). The purpose of job analysis

Category: Business - I