Job analysis is a procedure undertaken to identify contents of certain jobs such as activities, roles, duties, responsibilities, qualifications and attributes of the aspiring candidates. During job analysis, organizations determine which employees will best fit in certain jobs. Moreover, job analysts realize the important tasks of the job and how their performance. They single out appropriate human attributes for individuals who may be employed in those sectors. The attributes chosen will assist in better completion of the job where the set targets will be reached with ease. In job analysis, the duties to be performed are explained that match with the conditions of the work. In addition, various qualifications for specific jobs are outlined to get employees with necessary skills for that section of the job. Human resource managers perform job analysis to best fit human skills with certain employment sector to maximize talent and provide areas of growth. Industrial-Organizational (I-O) psychologists perform job analysis with an aim of developing programs that will aid in processes such as recruiting, interviewing, selecting, training, and appraising employees.
Job analysis helps to determine who will be promoted and demoted in places of work. Rewards are given in order of merit from job analysis procedures. Demotions such as punishments are determined from the progress of an individual’s work determined from accurate job analysis. Human resource managers arrange for workshops and benchmarking with other better performing companies after a careful analysis of their job analysis. It is through job analysis that companies are ranked from top to bottom performed. From these results, they realize the current trend they are taking and opt to change or improve it.
Coutsoukis, P. (2015). Marketing managers. Occupational information network. Retrieved from http://www.occupationalinfo.org/onet/13011c.html