1.

Preparing the Job Description and Writing the Job Specifications

The result of job analysis provides a complete description that contains job

summary, the duties and responsibilities, machine and equipment used, and some

indications of the working conditions. It is also used to describe the individual traits

and characteristics required in performing the job well.

Job analysis produces a well-grounded Job description and job specification that would help them to
create right fit between job and employee . It helps in determining the kinds of job and type of
personnel required. It identifies tasks, duties and responsibilities as well as the individual traits and
characteristics needed.

Accurate job analysis data is essential

Analyst

To identify tasks, duties and resp that are part of the job

2. Recruitment and Selection

Job analysis information is useful when searching for the right person to fill the job.

It helps to seek and find the type of people that will contribute to and suit the needs

of the organization.

- There are specific skills, qualities and abilities needed in order to perform a job well and job analysis
can be used as a tool to recognize and organize such. It is easier for recruitment process to gather
people through job analysis data because there are highlighted traits, qualities, skills, behavior,
competencies and etc. that help them find and select employee necessary for the specific job.

3. Determining the Rate of Compensation

Job analysis information is also essential for estimating the value of and

appropriate compensation for each job. This is because compensation usually

depends on the job’s required skill and educational level, safety hazards, degree

of responsibility, and so on, all of which are assessed through job analysis.
- Job analysis can be the basis to know the rate of compensation of one employee for it states
here the systematic nature of jobs. How much an employee should receive is based on different
aspects like educational attainment, competencies and more. It can be according to working
hours spent like graveyard shift jobs paid a little higher than those who are not. The worth of a
job is determined on the basis of job characteristics and job holder characteristics.
4. Performance Appraisal

It involves comparison of actual versus planned output. Job analysis information is

used to identify the standards and performance objectives and specific activities to be

performed against which employees are evaluated. It is used to acquire an idea of

acceptable level of performance for a job.

- This is to asses the current performance of an employee based on the standards given. If it reached the
standards and goals and objectives are met, there can be rewards or recognition be given. However if
not, activities such as training, seminars or different ways could be implemented to improve them.

5. Training

Job analysis information is used to design training and development programs

because the analysis and resulting job description show the skills and therefore the

kind of training that is required. Training and development are conducted to satisfy

these skills and competency requirements.

- Through job analysis we are recognizing what are the certain traits and skills to possess and this could
help the HR to know what are the activities to develop, equipments and tools to be used to help them
work and stand even in their weaknesses.

6. Career Planning and Development

The movement of individuals into and out positions, jobs, and occupation is a

common procedure in organizations. Job analysis provides a clear and detailed

information to employees on career movement.

- It gives vision on the part of employees what are their c areer plans, strategies and goals. This
wouldn’t only help those individuals but also the organization.
  Career management is the process of designing and implementing goals, plans and
strategies to enable the organization to satisfy employees needs while allowing the
individual to achieve their career goals.

7. Safety

The safety of a job depends on the proper layout, standards, equipment, and other

physical conditions. What a job entails and the type of people needed contribute

information to establish safe procedures so that unsafe practices can either be

changed or discontinued.

- Job analysis can be a tool to know what are the work-related health hazards and accidents that could
possibly occur. Specific safety and welfare measures is applied to minimize the chance or avoid such
accidents.

8. Labor Relations

An attempt of an employee to add or subtract from the duties listed, as a result of

job analysis, is already a violation of this standard. The Labor union as well as the

management is interested in this matter. Controversies often result and a written

record of the standard job jurisdiction is valuable in resolving such disputes.

- Job analysis can be the basis for the establishment of regulations, policies, and
procedures in the field of labor relations. Decisions to wages, hours of work, security
and grievances and judgements on labor relation issues in an organization.

Know the systematic nature of jobs

You need right people to emloy those jobs

To identify tasks, duties and resp that are part of the job

To influence future job performance