Purpose of Job Analysis!
Job analysis is the comprehensive process that determines rights, duties, authorities, responsibility and accountability of each job and identifies minimum acceptable human and non-human qualities to accomplish the job. The fundamental purpose of job design is to prepare job description and job specification. The common purpose of job analysis are as follows:
1. Preparing job description
Job description is a written statement which explain the rights, duties, responsibility, accountability, etc required to perform each job. It also clearly identifies the position, place and department of each jobs and tries to match position with rights and responsibilities.
2. Preparation job specification
Job specification is a written statement that describes minimum acceptable academic and human qualities required to perform particular job. Job analysis prepare job specification which determines the skills, abilities, qualification, training, experience as well as physical and mental qualities required to perform a job.
3. Job evaluation
An organization contains different jobs where some jobs are more important than others. So, job evaluation is the method of determining the worth and value of the job. Job analysis prepares the statement of job evaluation and determines the comparative value of the job. It helps to provide reward and opportunity to employees.
4. Recruitment and selection
Job analysis helps to point out what kinds of employees are needed to perform particular job. It determines skill, abilities, experience, training, knowledge, etc required to perform a job by which an organization can ensure right person at right place.
5. Performance appraisal
The objective of job analysis is to know whether the goals or objective are met or not. So, it determines the expected performance, evaluates actual performance and determines the individual output in the organization. Hence, it supports for overall evaluation of human resources.
6. Training and development needs
Job analysis is a foundation for identifying training and development needs. It determines standard levels of employee's skill, knowledge and ability. It also determines their actual performance. The gap between actual performance and standard performance helps to determine the need of training and development. Further, it helps to identify the types or training and development needed to employees.
7. Compensation management
Job analysis helps to determine the financial and non financial incentives of employees. As it indicates the job position, skill, knowledge, education, experience, etc which serves basis for the management of compensation.
8. Designing and redesigning the job
The purpose of job analysis is to simplify human efforts to accomplish objectives. In this regard the job analysis can be used to extend or retrench (cut-off) the job whenever required in order to make the job job more effective and appealing.
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