How job analysis information is used in four different HR activities functions

Read this article to learn about eleven significant uses of job analysis information.

1. Human Resource Planning:

Job analysis is an analytical process from which we develop tangible results in the form of job description and job specification. These two outcomes i.e. job description and job specification determines the duties and responsibilities a particular job possesses and the qualifications, skills, knowledge, potentials required to perform the job respectively.

This in turn determines the demand for various jobs in the organization and the manpower required to hold them. Accordingly human resource manager has to plan for human resources. This is how job analysis helps in human resource planning.

2. Job Evaluation:

Job evaluation is treated as the third tangible outcome of the conceptual job analysis. The information provided by the job analysis serves the purpose of job evaluation i.e. to determine the relative worth of job for fixing compensation. Here again the job description and job specification provides a base for determining worth of a job to the enterprise and for determining salary and wages for the job or jobs.

3. Recruitment, Selection and Placement:

A comprehensive job analysis provides sufficient information in respect of jobs that will most likely to be filled up in future. Selection of a person for a job necessitates the deep and clear understanding of the kind of work to be performed and the qualifications, knowledge, talent and potentials require doing it.

Job analysis ably provides all required information facilitating the recruitment, selection and placement smoothly in an organisation. Here also job specification and job description helps immensely in matching the job requirements with the knowledge, qualities, potentials, talents, skills of the incumbent.

4. Optimum use of Human Resources:

Every organisation wants optimum use of its human resources to increase the productivity. Information from job analysis furnishes the facts regarding what employees have to do. If they lag behind in putting up the required efforts which is prescribed by job description then the managers take action for improvement so that they put up maximum required efforts to perform their jobs.

The job analysis also helps the employees understanding their own duties and responsibilities towards jobs. Hence came the realization. This is how optimum use of human resources is being achieved with the help of job analysis.

5. Training and Development:

Training and development is yet another field where information from job analysis is used. From the requirements of the job the manager know the deficiencies in the jobholders. He then decides to provide training to the incumbents. Job descriptions and job specifications reveal what is needed from and in the incumbents to perform a particular job. They came to know what is being expected from them accordingly they prepare for career development.

6. Labour Management Relations:

The information gathered from job analysis are helpful in improving labour management relations by understanding what is being expected from the jobholders, by the employees. This can be achieved if employees are informed about the information from the job analysis.

7. Job Design:

The information generated from the job analysis is of immense help to the industrial engineers in designing the job through the study of job element. Job element is the minute unit into which work can be divided. Hence it helps in time and motion study, determining work specification, work measurement, providing for methods and improvement at workplace.

8. Safety and Welfare Measures:

Job analysis process discloses the environment where job is to be performed. Hazardous and unhealthy conditions, if any, prevailing at the workplace can be taken care of by providing adequate safety and welfare measures. Most of the accidents can be thus avoided.

9. Compensation:

The information collected under job analysis can be used for determining wages and salaries of the incumbents. Salaries are to be fixed on the principle “equal pay for equal work”. It is also to be noted while fixing salaries that the jobs of comparable worth receive same pay. All this is possible because of job analysis.

10. Reduce Frustration:

Job analysis provides factual information relating to job and thus reduces the frustration from the minds of those employees who have imagined high expectations about the job. They are saved from being dissatisfied or leaving job in the middle. Job analysis assures low turnover. It orients new recruits to their positions.

11. Determines Authority Responsibility Relationship:

Job analysis helps in delegating authority thus determines lines of authority and responsibility. This also helps in designing organisational framework. It helps in determining the vertical and horizontal relationships in the organisation.