Implications for Job Analysis
Job analysis is the systematic investigation of job content, the physical circumstances in which the job is carried out, and the qualifications needed to carry out job responsibilities. 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. It is useful in providing an overview of the fundamental requirements of any position.
The categories of information usually obtained in job analysis include what activities are performed, and how, when, and why; the machines, tools, or equipment used; what interactions with others are required; the physical and social working conditions: and the training, skills, and abilities required on the job. This information can be used to develop written job descriptions and to establish what is required of the person who will perform the job. Job analysis is becoming an increasingly important pan of human resources management. The implications for job analysis basically requires all section, promotion, and compensation decisions are based on job criteria or subject standards. This means organizations must be able to verify the job-relatedness of all personnel des ices and techniques that will stand this scrutiny. Implications of job analysis are different for different levels. Supervisors and subordinates have different job analyses method for themselves. In case of top-level employees’ management implies higher standards of job analysis processes, which are more varied and advanced. In case of subordinates, management follows typically less terminology and approaches. Broadly speaking, careful job analysis is good management in itself if results are used to improve the effectiveness of staffing appraisal, training, reward, and other practices.