QS Study

Job analysis is a process to establish and document the “job relatedness” of employment procedures such as training, selection, compensation, and performance appraisal. It is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job.

Purposes or objective of job analysis: The data collected from the job analysis can be used for a variety of purposes. These are as follows –

Job description: Job descriptions describe the duties, responsibilities, working conditions and activities of a particular job.

Job specification: Job specification details the knowledge, skills, and abilities relevant to a job, including the education, experience, specialized training, personal traits, and manual dexterity required.

Job evaluation: The information gathered during a job analysis can be used as input for the organization’s job evaluation system. The job evaluation determines the worth of a particular job to the organization.

Determining training needs: Job analysis can be used in training/”needs assessment” to identify or develop:

  • Training content;
  • Assessment tests to measure the effectiveness of training;
  • Equipment to be used in delivering the training;
  • Methods of training (i.e., small group, computer-based, video, classroom etc.)

Compensation: Job analysis can be used in compensation to identify or determine:

  • Skill levels;
  • Compassable job factors;
  • Work environment (e.g., hazards: attention; physical effort);
  • Responsibilities (e.g., fiscal, supervisory);
  • Required level of education (indirectly related to salary level).

Selection procedure:  Job analysis can be used in selection procedures to identify or develop:

  • Job duties that should include in advertisements of vacant position;
  • Appropriate salary level for the position to help determine what salary should be offered to a candidate.
  • Minimum requirement (education and experience) for screening applicants;
  • Interview questions.
  • Selection test instruments (e.g., written tests; oral tests; job simulations)

Transfer and promotion of employees: Every employee has to give the opportunity transfer and promotion.

To ensure sound work environment: The job analysis is also useful for ensuring a sound work environment that has to be done are, in fact, sound work to a particular position.

Perfect distribution of post: There are many posts as there are workers in their organization. Every worker has given the perfect post of proper performance.

Performance evaluation: A performance evaluation compares each employee’s actual performance with his or her performance standard.