Question

Q3. Briefly discuss how the job analysis is often linked to legal battles/lawsuits if human resource functions specially employment practices are not handled carefully as we know job analysis forms the basis for most human resources approaches to employment practice.

Answer 1

Job analysis is the procedure of gathering and explaining information about the content and the human needs of jobs, as well as, the context in which jobs are observed. This process manages workers carrier and positioning them to the sutaible jobs. It explains the institutions of jobs within a job family.
It is a process through which we determine the functions and responsibilities, nature of the jobs and finally to determine qualifications, skills and knowledge to be needed for an employee to execute particular carrier. It serves to understand what tasks are relevant and how they are carried on. Job analysis creates basis for later HR activities such as evolving potential training program, selecting efficient workers, setting up of performance levels and valuation of workers.
It also gives the needed data. For example an organization is challenged legally, the court will look to see if a job analysis was done rightly and if the selection system was regarded to be job-relevant. Organizations should take a proactive method to lessen legal challenges.