what are the benefits of job analysis
Answers
Organizational structure and design: – Job Analysis data helps in preparing the organization chart and the organizational structure. Classification of the jobs, relation of each job with one another and various positions and hierarchy of the positions is determined in order to avoid overlapping of authority- responsibility relationship and to avoid distortion in chain of command.
Man power planning: – Job Analysis data provides the qualitative aspects of the jobs in an organisation. It determines the demands of job in terms of duties to be performed, qualification and personal skills required in the employees. It is a tool which is used for matching job with men.
Recruitment and Selection: – Job Analysis helps in hiring future human resources of an organisation. Job Description and job Specification provides necessary information that helps to recruit and select the right kind of people for the available jobs.
Training and Development: – Based on the job requirements identification of the training needs of the persons can be done easily. Training can be provided in those specific areas which will help to improve the job performance.
Job Evaluation: – Job evaluation refers to studying in detail the job performance by all individual. Information regarding the level of difficulty, skills level, qualities required to perform the job are obtained from job analysis to establish relative worth of different jobs. Promotions and Transfer: – promotion is given to an employee on the basis of the skill and talent required for the future job. Similarly when an employee gets transfer to another branch the job must be very similar to that of his previous job. To take these decisions the information is collected from job Analysis.
Performance Appraisal: – By comparing actual performance of the employees to the standard set by organisation, the personnel activities like promotion, increments, incentives or corrective actions to enhance job performance is decided. These standards are established using information provided by job Analysis.
Career path planning and Employee counselling: – Many companies have not taken up career planning for their employees. Employee counselling is done to prevent the employee from leaving the company. Employees are informed about the limitations of jobs in terms of development and are guided to take required steps for their future development. Job Analysis provides such information regarding the areas in which a person requires modification for better career options.
Health and safety: -Job Analysis points out the risk factor associated with a particular job and thus the action required for the safety of the employees can be taken. Unsafe operations can be eliminated or can be replaced by safe one or the safety equipments can be installed.
Labour relations: When companies plan to add extra duties or remove certain duties from a job, they require the help of job Analysis, when this activity is systematically done using job Analysis, it does not affect adversely to the union members and do not hamper labour relations.
Acceptance of job offer: Appointment letter issued by an organisation always mention the duties to be performed by him. This information is collected from job Analysis, which is why job Analysis becomes important.
Discovering Unassigned Duties: Job Analysis can help to reveal unassigned duties if any. However, the end result of job Analysis is effectiveness and efficiency i.e. doing the right thing and doing it rightly and respectively. The underlying motive at the long run is increase in company’s profitability, productivity and sustainability.
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Guides through Performance Evaluation and Appraisal Processes: Job Analysis helps managers evaluating the performance of employees by comparing the standard or desired output with delivered or actual output. On these bases, they appraise their performances. The process helps in deciding whom to promote and when.
Job Analysis plays an important role in recruitment and selection, job evaluation, job designing, deciding compensation and benefits packages, performance appraisal, analyzing training and development needs, assessing the worth of a job and increasing personnel as well as organizational productivity.