Introduction to Job Analysis A job analysis is the process used to collect information about the duties, responsibilities, necessary

skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description, which is the frequent outcome of the job analysis. Additional outcomes include recruiting plans, position postings and advertisements, and performance development planning within your performance management system. Job Analysis is an essential prerequisite for the effective management of the human resource of an organization. It is about gathering relevant information about a job. It actually specifies the tasks involved and the factors that influence the performance of the job. As a process, it is capable of producing results with great practical relevance for human resource management. Job analysis has applications in almost all the HR activities of an organization. In reality, the job analysis process involves ascertaining what people do and understanding why and how they do it. Organizations exist to accomplish some goal or objective. They are collectivities rather than individuals because achieving the goals requires the efforts (work) of a number of people (workers). The point at which the work and the worker come together is called a job — it is the role played by the worker. We need to know a lot of information about these roles/jobs, including:      What does or should the person do? What knowledge, skill, and abilities does it take to perform this job? What is the result of the person performing the job? How does this job fit in with other jobs in the organization? What is the job’s contribution toward the organization’s goals?

Information about jobs is obtained through a process called job analysis. The goal of this process is to secure all necessary job data. Job evaluation represents the major use of job analysis. It is also our focus in this article. Because the job information needed for various uses may differ, some organizations make a specialized study for each specific use. 1.2 What is Job Analysis

Job analysis may be defined as a methodical process of collecting information on the functionally relevant aspects of a job. Job analysis tells the human resources personnel:       the time it takes to complete relevant tasks the tasks that are grouped together under a single job position the ways to design or structure a job for maximizing employee performance the employee behavioral pattern associated with performance of the job the traits and attributes of a proper candidate for the job the ways the data can be used to develop human resource management

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