Solution : 2) Job analysis helps in analyzing the resources and establishing thestrategies to accomplish the business goals and strategic objectives. Effectivelydeveloped, employee job descriptions are communication tools that are significant inan organization's success. The main purpose of conducting job analysis is to prepare job description and job specification which helps to hire right quality of workforce.Job Analysis can be used in training to identify or develop, training content, andassessment tests to measure effectiveness of training, equipment to be used indelivering the training and methods of training.Job Analysis can be used in compensation to identify or determine: skill levels,compensable job factors, work environment, responsibilities and required level of education.Job Analysis can be used in selection procedures to identify or develop job duties thatshould be included in advertisements of vacant positions, appropriate salary level for the position to help determine what salary should be offered to a candidate, minimumrequirements for screening applicants, interview questions, selection tests/instruments(e.g., written tests; oral tests; job simulations), applicant appraisal forms andorientation materials for new hiresJob Analysis can be used in performance review to identify or develop goals andobjectives, performance standards, evaluation criteria, length of probationary periods,and duties to be evaluatedAn ideal job analysis should include
Duties and Tasks:
The basic unit of a job is the performance of specific tasks andduties. This segment should include frequency, duration, effort, skill, complexity,equipment, standards, etc.
This segment identifies the working environment of a particular job.This may have a significant impact on the physical requirements to be able to performa job.
Tools and Equipment:
Some duties and tasks are performed using specific equipmentand tools. These items need to be specified in a Job Analysis.
The hierarchy of the organization must be clearly laid out. Theemployees should know who is under them and who they have to report to.
The knowledge, skills, and abilities required to perform the job should be clearly listed.There are several ways to conduct a job analysis, including: interviews withincumbents and supervisors, questionnaires (structured, open-ended, or both),observation, critical incident investigations, and gathering background information