Job Analysis: Reasons to Conduct, View from HRM Functions

Job analysis is define as the systematic process of determining skill, duties, and knowledge require for performing specific jobs in organization. It’s done through two important factors; Job Descriptions to state tasks, responsibilities and duties of employees and Job Specification to outline minimum knowledge, skills and abilities require, performing the task. Each job as most of people believe requires difference knowledge, skill and ability levels and obviously effective human resource planning must take this requirement into consideration.
Each of human resources management function has their specific view regarding this. This article shall review part of the HRM function related to this matter. All areas of staffing would be haphazard if the recruiters are not qualified to the need of jobs stated. Job analysis through its two factors (description and specification) will help an organization to recruit and select its most valuable asset with clear guidelines. These two factors also will provide human resource executive with an information to identified training and development require by an employee to perform better. With regard to performance appraisal, employees should be evaluated in terms of how well they accomplish the duties specified in their job descriptions and any specific goals that may have been establish.
From an organization internal perspective, the more significant its duties and responsibilities, the more the job is worth. Jobs that require greater knowledge, skills, and abilities should be worth more to the organization. In the area of compensation and benefits, it is helpful to know the relative value of a particular job to the company before a monetary value is placed on it and Job Analysis shall provide this function to the human resource executive. Information derived from Job Analysis is also valuable in identifying safety and health considerations. Employers normally are requiring by law to state whether a job is hazardous or other wise and this requirement shall be reflected by the Job Analysis.
Job Analysis information is also important in employee and labor relations. When a promotion, transfer and demotion being consider, the job description shall provides a standard for evaluation and comparison of talent. Regardless of whether the firm is unionized, information obtained through Job Analysis can often lead to more objective human resource decisions.
Part of all, a proper prepared Job Analysis is particularly important for supporting the legality of employment practices. Job Analysis data are needed to defend decisions involving promotion, transfer and demotion. In others word, Job Analysis will provides the basis for tying the functional areas together and the foundation for developing a sound human resource program. Job Analysis also may determine how important it is for employees to be team players and work well in group situations. Other traits that might be discovered through Job Analysis include the ability to work more than one system.