Job Analysis| A foundation for the overall management of all HRM activities

Job Analysis| A foundation for the overall management of all HRM activities

Job related data or information obtained from Job Analysis program has its impact on all functions of HRM activities. An effective use of Job analysis can enhance the success of all HR activities. Particularly, job analysis benefits an organization in laying the foundation for - human resource planning, employee hiring, training & development, performance appraisal, salary & wage fixation and safety & health etc.

Job Analysis, a process of obtaining Job facts. The Job analysis process results in two groups of data

Job Analysis - Use and purpose

Human Resource Planning: Human resource planning determines as to how many and what type of resources will be required in the near future as per the business requirement. The number of headcounts and the type of personnel are determined by the jobs which need to be staffed. Information related to job is, therefore, necessary for HRP.

Recruitment & Selection: The objective of employee hiring is to match the right people with the right jobs. Without having adequate job information the objective is too difficult to achieve. Job analysis help HRM to locate places to obtain employees for openings anticipated in the future. The knowledge regarding the types of skills needed and a type of job that may open in the future enables managers to have better continuity and planning in staffing their organization. Likewise, selecting a qualified person to feel a job requires knowing clearly the work to be done (JD) and the qualifications (JS) needed for someone to perform the work satisfactorily. In the absence of a clear and precise understanding of what a job necessitates, the HRM cannot effectively select someone to do the job.

Training & Development: Job analysis is useful for training and development programs, further which can be designed depending on the job requirements. Job analysis helps to know what a given job demands from the incumbent in terms of knowledge and skills. Besides, Job analysis facilitates the selection of trainees as well.

Job Evaluation: Relative worth of a job can be determined by job evaluation for the purpose of establishing wages and salary differential. Further, Relative worth is determined mainly on the basis of the job description and job specification.

Remuneration: Remuneration should be based on the relative worth of each job. On the other hand, job evaluation helps determine Wage and salary grade for all jobs. Employees are required to be compensated depending on the grades of jobs which they occupy. Ignoring this basic principle may result in inequitable compensation, which may further cause inequity and demotivating factor for employees.

Performance Appraisal: Performance appraisal involves an assessment of the actual performance of an employee against what is expected of him /her.Job analysis facilities performance appraisal in as much as it helps fix standards for performance in relation to which the actual performance of an employee is compared and measured.

Personnel or employees Information: All standard Organizations mostly retain computerized personnel information systems. Such an information system is useful as it helps improve administrative efficiency and provide decision support. Job analysis is dynamic for building such information systems.

Health & Safety: The job analysis is a process of conducting a detailed study which provides an excellent opportunity to identify hazardous conditions and unhealthy environmental factors (for instance, heat noise, fumes and dust), so as to facilitate corrective measures to minimize and avoid the possibility of human injury.

To conclude as stated above, Job-related data obtained from job analysis is useful for the overall management of all personnel activities.