DQ 1 wk 2
DQ 1 wk 2
An elaborated job analysis can be a basis of good personnel management. The employer and the employee need to understand the responsibilities and duties employees should do. Job analysis can be used to enhance understanding since it links each unit of work to other units. There are five common uses of job analysis.
Job analysis is used to forecast human capital recruitments on the basis of skills and knowledge. This is through establishing vertical and lateral link between jobs. It helps establish a transfer and promotion policy in a company by determining the quality of human capital required in a company (Schultz & Schultz, 2010).
Using job analysis to compare what an employee is expected to perform and what he has done helps determine and assess the worth of an individual. Organizations try to pay employees based on their performances. Therefore, job analysis is used as a criterion of comparing the performance standards of individuals to the expected standards in the organization (Schultz & Schultz, 2005).
Job analysis can be used to establish the timing to hire people for upcoming vacancies in the organization. Understanding of future vacancies and required skills helps the management to plan on a systematic recruitment policy. For instance, a firm can have a tradition of recruiting MBA students to fill equity research positions. After a job analysis, it can be established that those positions can be filled by analytical minded graduates. Therefore, job analysis helps develop a standard that helps the company recruit qualified individuals from a broad population and at the same time helps the company spend less on salaries (Schultz & Schultz, 2005).
Job analysis can be used as a standard in establishing a job’s relative worth. This could be on the basis of degree of difficulty, knowledge and skills required or kind of work done. This helps in the designation of proper wage structures with pay equity for all jobs. (Schultz & Schultz, 2010).
Without proper job analysis, training cannot be done. The requirement that a potential employee or current employee needs extra training can only be established after specific job requirements have been identified using a job analysis as the main criterion.
Therefore, job analysis is an important tool in establishing comprehensive standards or criterions that guide various processes. The most common uses of job analysis are training, recruitment, human resource planning, performance appraisal and job evaluation.
Heron, R. (2005). Job and Work Analysis: Guidelines on Identifying Jobs for Persons with Disabilities. New York: International Labour Organization.
Schultz, D. P., & Schultz, S. E. (2010). Psychology and Work Today. An Introduction to Industrial and Organizational Psychology. New York: Pearson Education.
Schultz, D. P., & Schultz, S. E. (2005). Theories of Personality (8, illustrated ed.). London: Cengage Learning.