Job analysis is the systematic process of discovery of the nature of a job by dividing it into smaller units, where the process results in one or more written products with the goal of describing what is done in the job or what capabilities are needed to effectively perform the job. (M.T Brannick, E.L Levine and F.P Morgan.2007:17).
As a procedure, job analysis includes a progression of decisions, including the kind of data to be gathered, and the source of the information. The particular decision made, will rely upon the motivation behind the job analysis. Job analysis can be conducted for various purposes, including the following:
• Developing job depictions that portray the basic idea of the job.
• Classifying jobs into bunches of related job.
Establish collection of systems in which the job analysis is used to describe the knowledge, skills, abilities and other distinctive needed for successful task performance.
• Developing performance appraisal systems, in which the job analysis is used to pinpoint the key tasks and work behaviors performed on the job.
• Evaluating the value of different jobs for compensation purposes.
• Designing or redesigning jobs to make them more enjoyable or efficient to perform.
• Developing training programs in which the job analysis is used to highlight the key tasks that workers must be able to perform.
Job analysis is the basis of human resource management, the nature of its analysis for module of human resource management has a critical impact. It’s also defined as a systematic procedure that assist in identifying the skills needed to perform the work, and is regarded as an important and universal human resource management technique. The data generated by job analyses have an important use in nearly every aspect of human resource administration, designing jobs and reward systems, staffing and training, performance control and more.
Given the significance that job analysis play in the management of human capital. It’s surprising that job analysis is not regarded as a more critical activity engaged in by industrial-organizational psychologist. This subject is treated in most textbooks in a manner which suggest that any fool can do it and as a task which can be delegated to the lowest level employees. Unfortunately, the situation has not much changed, and this essential capacity isn’t given the proper degree of attention and respect either by a psychologist or HR professionals.
Job analysis information is essential to the establishment of performance standards. Through it an understanding of what the employee is supposed to do is obtained. Without JA, acceptable levels of performance cannot be determined or accurate measurement of actual performance obtained.
Job analysis cover a large group of exercises, which are all coordinated towards finding, understanding, and portraying what individuals do at work. JA is so critical on the grounds that they shape the reason for the arrangement of for all intents and purposes each HR issue. JA is so important because they form the basis for the solution of virtually every human resources problem
JA is used for a large number of purpose indcluding job description,job classification, job evaluation, job, team, and system design and redesign, human resources
According to M.T Brannick, E.L Levine and F.P Morgan 2007 Job description is a brief written description of work-it’s a snapshot intended to communicate the essence of the job.
JD is an extensive documentation of the degree, obligations, assignments, duties and working conditions identified with the activity posting in the association through the procedure of occupation investigation. It’s normally incorporates identifiers (job title, working hours, work outline, obligations and duties, it might contain other data, for example, detailed report, responsibility, aptitudes, experience and capabilities expected to carry out the activity. JD is so imperative as the apparatus for conveying the idea of the activity to somebody who doesn’t comprehend what the activity is.
Job analysis cover a host of activities, all of which are directed towards discovering, understanding, and describing what people do at work. JA is so important because they form the basis for the solution of virtually every human resources problem.