All the selection as well as assessment is normally based on the job analysis. For the identification of the best person to be considered for a job, it is highly important to completely understand the job nature. Job analysis have a number of benefits including the ways to develop the understanding with the help of interpreting the tasks performed in a job. Also, the capabilities are crucial and compulsory for the completion of the tasks and to maintain the connection among the tasks and the capabilities/competencies.
The data of job analysis is required:
- To establish as well as describe in the form of written paper, the capabilities required for a job.
- For the identification of the job relatedness of the competencies and tasks which are required to effectively execute the job.
- Top give a source of legal defensibility of assessment as well as selection measures.
Uses of job analysis
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Recruitment
Job analysis is required for the finding the ways to hire the people for the job openings which are about to advertised. The skills and position requirements for the future openings will help the managers to plan as well as hire the people in a systematic procedures.
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Training
For having confusions about the job and its descriptions, proper training are highly required. Sometimes the candidate have caliber to complete the job but still he is unable to finish his tasks because of some new concepts and strategies and for this purpose, the training are required as they are the basic part of the job analysis.
Job Analysis Methods
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Open ended questionnaire
Questionnaires are being filled by the job officials as well as managers about their skills, knowledge and relevance to the job. HR analyses the answers and publishes a statement of the job requirements.
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Work Diary Log
The anecdotal or diary is used for the employee to maintain his record, timing of tasks, frequency and work burden. Employee keeps the record and HR analyses it and identifies the patterns as well as translates them in the form of job description.
References
Lal, M., & Anjana, M. S. (2015). An Empirical Study of the Impact Analysis of Human Resource Management Practices on the Enhancement of the Organizational Performance. SOCRATES: An International, Multi-lingual, Multi-disciplinary, Refereed (peer-reviewed), Indexed Scholarly journal, 3(1), 80-94.
Phillips, J. M., & Gully, S. M. (2015). Strategic staffing. Hoboken, NJ: Pearson.
