Jobs and Job Analysis

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What is a Job?

A group of tasks, duties and responsibilities performed by an employee that are designed, specified, can be accomplished, quantified, measured and rated. From a wider perspective, a job is synonymous with a role and includes the physical and social aspects of a work environment.

Job Analysis


Job analysis is a procedure through which you determine the duties and responsibilities, nature of the jobs and finally to decide qualifications, skills and knowledge to be required for an employee to perform particular job.

Job analysis is a detailed examination of

(1) tasks  that make up a job (employee role),
(2) conditions under which an employee performing his/her job, and
(3) what exactly a job requires in terms of aptitudes (potential for achievement), attitudes (behavior characteristics), knowledge, skills, educational qualifications and the physical working condition of the employee.


Objectives of Job Analysis 

(a) to determine most effective methods for performing a job.
(b) to increase employee job satisfaction.
(c) to identify core areas for giving training to employees and to find out best methods of training.
(d) development of performance measurement systems, and
(e) to match job-specifications with  employee specifications while selection of an employee.

 

The process of Job analysis


The benefits of the Job analysis

  1. Organizational structure and design :- Job analysis helps the organization to make suitable changes in the organizational structure, so that it matches the needs and requirements of the organization. Duties are either added or deleted from the job.
  2. Recruitment and selection :-Job analysis provides information about what the job entails and what human characteristics are required to perform these activities and it helps management decide what sort of people to recruit and hire.
  3. Performance appraisal and training/development :- Based on the job requirements identified in the job analysis, the company decides a training program.
  4. Job evaluation :- Job evaluation refers to studying in detail the job performance by all individuals.
  5. Promotions and transfer :- When we give a promotion to an employee we need to promote him on the basis of the skill and talent required for the future job.To take these decisions we collect information from job analysis.
  6. Career path planning :When we plan the future career of the employee, information will be collected from job analysis. Hence job analysis becomes important or advantageous.
  7. Labor relations :- When companies plan to add extra duties or delete certain duties from a job, they require the help of job analysis, when this activity is systematically done using job analysis the number of problems with union members reduce and labour relations will improve.
  8. Health and safety :- Most companies prepare their own health and safety, plans and programs based on job analysis. From the job analysis company identifies the risk factor on the job and based on the risk factor safety equipments are provided.
  9. Acceptance of job offer :- When a person is given an offer/appointment letter the duties to be performed by him are clearly mentioned in it, this information is collected from job analysis, which is why job analysis becomes important.

References



Comments

  1. Buddima BandaraJuly 18, 2020 at 9:17 AM

    Most time job analysis are base on physical factors of the people. In my suggestion we need to move psychological factors also when doing the job analyzing.

    ReplyDelete
  2. Eranga PrabhashanaJuly 18, 2020 at 10:25 AM

    Hi hasangani, Job analysis can be used to set a standard job resolution and obtain the benefits mentioned here.

    ReplyDelete
  3. Sajitha EkanayakeJuly 19, 2020 at 2:57 AM

    Hi Hasa, in this current situation do you think we need to change the way of job analysis?

    ReplyDelete

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