Importance of Job Analysis in an Organization

Any attempt to apply HR resources and talent to the organizationÆs 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 jobÆs 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

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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.    (ôHRD & Marketingö) Major job functions or duties áCommon personal interactions  áWork tasks áFuture impact  áSkills or competencies áCritical situations faced by job holders  áWork related knowledge áComparisons with other jobs (similarities and differences)  áPerformance standards and rating scales áPhysical abilities  áCareer paths áWork environment factors  áWork experience requirements áDecision making authority  áEducation requirements áTypical-day descriptions  áTraining requirements áCertification requirements  áRelated job families áCompetency 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 (ôHR Guide to the Internet: Job Analysis: Overviewö). The purpose of job analysis
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