2.

“Job Analysis plays a pivotal role in most of the areas of Human Resource
Management.” Trace out the role of job analysis in Human Resource Management and
explain the two final outcomes of job analysis exercise.

Ans 2- Job analysis is a systematic and detailed examination of jobs. It is the process of
collecting information about a job — that is, the knowledge, skills, and the experience
needed to carry out a job effectively. The jobholder is supposed to possess job-related
knowledge useful to carry out the job easily.The purpose of a job analysis in human
resources is to collect information about a job by analyzing the duties, responsibilities, tasks
and activities of the job. A job analysis should identify the types of technologies and
equipment that are to be used on the job and point out the types of education and
experience that are required for the job to be done successfully. This information is used to
prepare a job description, which states the specific duties and responsibilities of a person in
the job. Human resource managers also use the job analysis data to conduct other human
resources activities, such as recruitment and selection, performance evaluation, and the
design of training and career development programs. To successfully plan for the future,
organizations working on a strategic plan need to conduct a job analysis for their current
positions and possible future positions. This will help them to determine whether the
needed abilities and qualifications can be found in their current employees, whether it
would be beneficial to undertake extensive training for current employees, or whether
hiring new people is the best solution.

Role of Job Analysis in HRM

First, it can benefit an organizations by helping it be conscious the any changes. Even though
people simply see work as stationary and constant, in reality, work continually changes.
Individuals in an organization will often take part in work which will keep on changing. Also
people will work to get used to environmental situations, or adapt practices that will help the
complete a certain work. The reasons why mistakes could be occurring for the duration of job
analysis are primarily because of outdated description. Therefore, job analysis procedure
should discover the deviations for nature of work as well as the static description of work.

Secondly, through an all-inclusive job analysis to establish the possible weaknesses of the
organization, job analysis offer statistics of the related job that can help executives
understand the work flow. This will help the organization in exposing the inconsistency that
can assist managers to restructure definite aspects, and increase the competence of work.
The work directors discard the irrational structure of staff who impact on wastage of human
resources, or those who lack of job matching behavior. This is done through the investigation
of staff arrangement and the employment management.
 Job analysis is similarly significant when chief managers make assessment of the employees
performance. However, in this case, managers must understand that each and every task
assign to an individual need to be accomplished. This procedure can be viewed as the inclusive
search procedure for a possible difficulty in an organizational structure.

In addition, job analysis is also a significant procedure of attaining administration’s tactical

business aims for the solitary intention that having a decent HRM function in the course of
the initial stages, where the best workforce’s are employed, is comparable to risk-free and
fruitful business. On condition that that job analysis is the basis of all HRM accomplishments,
it is then appropriate to reason that when works are specified and well-defined and
individuals who are required for those particular jobs are appropriately employed,

In the meantime, the job analysis is as well the foundation of the Human Resource
Management. Nearly all the human resources strategies or programs require getting definite
kinds of information through the job breakdown; it affects organization of human
resources in the following areas:

• Job redesign: Job design and job analysis are inherently connected, through job redesign to
make it additionally effective.
• Selection: The main responsibilities of any particular job must be determined prior to
selection of positions, and applicants must have the required knowledge, abilities and
capacities. These facts are acquired through job analysis.
• Strategies of human resources: The procedure of planning need to achieve a diversity of
information in a certain job, the level of skill, and certify satisfactory recruitment to meet the
requirements of tactical planning within the company.
• Training: Instructors can clearly identify what work to be assigned to people who were trained
to make sure the efficiency of training, which preparation assisted their work done
competently.
• Performance Appraisal: This involves acquiring the grade information for every worker with
the purpose is to differentiate the noble performance of personnel, bonus and penalty.
• Career Planning: The person’s skills and ambitions ought to match emerging openings in the
organization. For instance, some workers leave the corporation for other corporations have
extra important jobs to seduce, in actual fact, within this enterprise has a alike opportunities,
but when the corporation realized, it was too late, which reveals the management deficiency
of career planning, and inappropriate communication network which lead to the brain drain.
• Job evaluation: Job evaluation creates a reasonable remuneration structure through the
valuation of every single work. So as to determine practical earnings for each position, it is
essential to acquire facts concerning a certain work. Since this is the only way, it helps decide
what work ought to be done in order for enterprises to achieve higher revenues.
• Recruitment: Before a human resource managers think of welcoming candidates to apply for
an employment, they must decide types of individuals they should invite and their
 individualities. This calls for fitting the ‘job descriptions’. Job descriptions are centered on job
specification which is reliant on the nature and necessities of a job. Therefore, job
specification will be different for every single job.
• Selection: Selection is the practice of probing the candidates with reference to their
appropriateness for the specified job and selecting the best from the appropriate applicants
and eliminating others. Selection Process involves the elimination of inappropriate or less
suitable candidates.

Outcomes of job analysis exercise :-

1. Facilitates Manpower Planning:

Job analysis is the qualitative aspect of manpower requirements. It determines the demands
of the job in terms of responsibilities and duties and then translates these demands into
skills, qualities and other human attributes.
It determines the quantum of work which an average person can perform on the job in a
day. It facilitates the division of work into different jobs. Thus, it is an essential element of
manpower planning as it matches jobs with men.

2. Helps Recruitment, Selection and Placement:

In order to hire the right person on a job, it is essential to know the requirements of the job
and the qualities of the individual who will perform it. The information regarding these is
procured from job description and job specifications respectively. These help the
management in matching the job requirements as closely as possible with workers’
aptitudes, abilities, interests, etc. It facilitates the execution of employment programme.
measures may be taken in time to avoid untoward situations. In this way it helps in
maintaining the discipline in the industry.