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Job Analysis and Its Role in HR (Operative) Functions

Without proper job analysis, human resource functions cannot be carried out effectively. Job analysis is the systematic study of jobs to identify the tasks, duties, and qualifications required. It provides essential information for HR activities like training, compensation, recruitment, performance management, and compliance with labor laws. Job analysis identifies the knowledge, skills, and abilities needed for each role. It ensures HR programs are aligned with organizational needs. Proper job analysis is crucial for carrying out core HR functions and achieving organizational goals.

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✬ SHANZA MALIK ✬
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215 views

Job Analysis and Its Role in HR (Operative) Functions

Without proper job analysis, human resource functions cannot be carried out effectively. Job analysis is the systematic study of jobs to identify the tasks, duties, and qualifications required. It provides essential information for HR activities like training, compensation, recruitment, performance management, and compliance with labor laws. Job analysis identifies the knowledge, skills, and abilities needed for each role. It ensures HR programs are aligned with organizational needs. Proper job analysis is crucial for carrying out core HR functions and achieving organizational goals.

Uploaded by

✬ SHANZA MALIK ✬
Copyright
© Public Domain
Available Formats
Download as DOC or read online on Scribd
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“QUESTION”

Without proper job analysis the Hr function can’t be carried out properly. Discuss?

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JOB
It is a piece of work, something that has to be done, or collection of
tasks.

WHAT IS JOB ANALYSIS?


Job Analysis is the systematic investigation of work content and worker
qualifications.
OR

Job analysis is the systematic study of jobs to identify the observable


work activities, tasks, and responsibilities associated with a particular
job or group of jobs.

OR
Job Analysis is the systematic process of collecting and making
judgments about all the important information related to a job. Job
analysis is the procedure through which you determine the duties and
nature of the jobs and the kinds of people who should be hired for them.
You can utilize the information it provides to write job descriptions and
job specifications that are utilized in recruitment and selection,
compensation, performance appraisal, and training.

WHAT JOB ANALYSIS IS:


• It is a systematic method for gathering information.
• It focuses on work behaviors, tasks, and outcomes.
• It identifies the personal qualifications necessary to perform the job and the
conditions under which work is performed.
• It reports the job as it exists at the time of analysis; neither as it was in the past nor
as it exists in another organization.

WHAT JOB ANALYSIS IS NOT:


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• It is not an analysis of thought processes, attitudes, traits, or aptitudes.
• It is not a time and motion study.
• It is not an analysis of an individual position.

WHY DO JOB ANALYSIS?

• Job data obtained by job analysis serves a variety of organizational


purposes and provides a basis for decision making. Click here for a
listing of common applications of job analysis.
• Job analysis can be used to help organizations cope with change.
In today's rapidly changing world, organizations need a flow of
accurate and reliable information about the content and
requirements of their jobs.
• Job Analysis is used to show the relatedness of employment
procedures used by the employer.

WHO CONDUCTS JOB ANALYSIS?


Job Analysis may be conducted by the employer's Human Resources
department or by a trained Job Analyst/Consultant.

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THE JOB ANALYSIS SYSTEM

Job Description
Sources of Data Tasks.
Job Analyst. Duties.
Employee. Responsibilities.
Supervisor.

HR/Personnel Function
Job Data Training and Development
What? Compensation and Benefits
How? Selection
Why? Performance Appraisal.
Recruitment
Human Resource Planning
Methods of Safety and Health
Legal Considerations
Collecting Data Job Analysis for Teams.
Interviews Employee and Labor Relations.
Observation
Questionnaire
Cheek List Job
Critical Incidents CIT Specification
Daily Diary Skills.
Technical Conference Knowledge.
Combination of 2 or Abilities.
More Methods. Physical Demand.

HENCE JOB DESCRIPTION + JOB SPECIFICATION = JOB ANALYSIS


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IMPORTANCE (USES) OF JOB ANALYSIS IN HR FUNCTIONS
The information gathered during Job Analysis serves a wide variety of
purposes, most of which mesh tightly JD. The following are the
importance of the Job Analysis:

1. DETERMINE TRAINING NEEDS :


Job Analysis can be used in training to identify or develop:

 Training contents.
 Assessment test to be used in delivering the training.
 Methods of training(i.e. Small groups, Computer-based, Video,
Class-room etc)
 Selection of trainees.

2. COMPENSATION :
Job Analysis can be used in compensation to identify or determine:

 Skill levels.
 Compensable job factors.
 Work environment (e.g. hazard, attention, physical efforts).
 Responsibilities (i.e. Fiscal, supervisory).

 Required level of education (directly related to the salary level).

3. SELECTION PROCESS / PROCEDURES :


Job Analysis can be used in selection procedures to identify or develop:

 Job duties that should be include in advertisements of vacant


position.
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 Appropriate salary level for the position to help determine what
salary should be offered to a candidate.
 Minimum requirements (education or experience for screening
applicants).
 Interview questions.
 Selection test/instruments.
 Applicant appraisal/evaluation forms.
 Orientation materials for applicants/new hires.

4. PERFORMANCE REVIEW :
Job Analysis can be used in performance review to identify or develop:

 Goals & objectives.


 Performance standards.
 Evaluation criteria.
 Length of probationary periods.

 Duties to be evaluated.

5. JOB EVALUATION :
Job Analysis can be used in Job evaluation to identify or develop:

 Wages & salary levels.


 Performance appraisal.
 Incentives establishment.
 Profit sharing.

6. RECRUITMENT & PLACEMENT:


Job Analysis can be used in recruitment & placement to:

 Develop job specifications.


 Promoting, transferring & rotating personnel.

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 Design test.
 Vocational counseling.
 Matching people with jobs.
 Place the handicapped.
 Restructure jobs.
 Enrich jobs.

7. LABORS & PERSONNEL RELATIONS :


Job Analysis can be used in labor & personnel relation to:

 Develop performance standards.

 Establish Authority.
 Establish Accountability.
 Handle grievances.
 Conduct labor negotiations.
 Establish communication channels.
 Organize personnel records.

8. UTILIZATION OF WORKERS :
Job Analysis can be used in utilization of worker to:

 Organize & plan.


 Engineering jobs.
 Control costs.
 Predict changes.
 Avoid task redundancy (means duplication).

9. JOB ANALYSIS INCREASES PRODUCTIVITY:


Job Analysis can be used in increases productivity:

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 Job analysis also identifies performance criteria so that it promote
worker for best performance.
 Job analysis can use methods of time and motion study or micro-
motion analysis in order to time and motion for job.

10. IMPORTANCE OF JOB ANALYSIS IN COMPLIANCE WITH


LABOR LAW:

 Identify requirements in compliance with labor law.


 Compliance with Civil Rights Legislation in US.
 EEO (Equal Employment Opportunity) compliance in US.

“CONCLUSION”
In conclusion, job analysis is simply referred as the process of studying a
job (1995). It is, without ay doubt, an important factor in addressing
employee need and in achieving organization’s strategic business
objectives. With the identified uses, job analysis is important among
variety of purposes in support to human resources (HR) and strategic
planning due to its purposive benefits. It may be in any activities,
strategic management or HR planning and other related organizational
processes; the given importance of job analysis will result to better
facilitation of the overall corporate functions particularly on human
labor. In reference to staffing, job analysis plays a particular importance
in assessing the qualifications of potential members of the workforce
particularly in their competencies. All in all, job analysis and its specific
attributes play a crucial role in the organization. Failure to confirm with
predetermined principles can result to losses and even failure for the
whole organization encumbering its way to ladder of organizational
success. Thus, it is generally recommended that the resulting factors on
job analysis must be reviewed by organizations in order to evaluate
their appropriateness for their intended use, and that necessary

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changes proceed based on balanced considerations. So, we conclude
that without proper job analysis the HR function (Operative) can’t be
carried out properly. Join

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