Question

You have been appointed as the Human Resource Manager of Milynn Deeds Insurance Company. For you to properly define the duties, responsibilities and accountabilities of a job, it is crucial to conduct a job analysis. Discuss the uses of job analysis information.

Answer 1

As a Human Resource Manager of Milynn Deeds Insurance Company, I will explain the uses of job analysis information as follows-

1. Helps in human resource planning-Job analysis is an analytical process from which we develop tangible results in the form of the job description and job specification. These two outcomes i.e. job description and job specification determine the duties and responsibilities a particular job possesses and the qualifications, skills, knowledge, potentials required to perform the job respectively.

This, in turn, determines the demand for various jobs in the organization and the manpower required to hold them. Accordingly, the human resource manager has to plan for human resources. This is how job analysis helps in human resource planning.

2. Job evaluation- Job evaluation is treated as the third tangible outcome of the conceptual job analysis. The information provided by the job analysis serves the purpose of job evaluation i.e. to determine the relative worth of job for fixing compensation. Here again, the job description and job specification provide a base for determining the worth of a job to the enterprise and for determining salary and wages for the job or jobs.

3. Recruitment, Selection, and Placement:

A comprehensive job analysis provides sufficient information in respect of jobs that will most likely to be filled up in the future. The selection of a person for a job necessitates the deep and clear understanding of the kind of work to be performed and the qualifications, knowledge, talent, and potentials require doing it.

Job analysis ably provides all required information facilitating the recruitment, selection, and placement smoothly in an organization. Here also job specification and job description help immensely in matching the job requirements with the knowledge, qualities, potentials, talents, skills of the incumbent.

4. Optimum use of Human Resources:

Every organization wants optimum use of its human resources to increase productivity. Information from job analysis furnishes the facts regarding what employees have to do. If they lag behind in putting up the required efforts which is prescribed by job description then the managers take action for improvement so that they put up maximum required efforts to perform their jobs.

The job analysis also helps the employees understanding their own duties and responsibilities towards jobs. Hence came the realization. This is how optimum use of human resources is being achieved with the help of job analysis.

5. Training and Development:

Training and development is yet another field where information from job analysis is used. From the requirements of the job, the manager knows the deficiencies in the jobholders. He then decides to provide training to the incumbents. Job descriptions and job specifications reveal what is needed from and in the incumbents to perform a particular job. They came to know what is being expected from them accordingly they prepare for career development.

6. Labour Management Relations:

The information gathered from job analysis is helpful in improving labor-management relations by understanding what is being expected from the jobholders, by the employees. This can be achieved if employees are informed about the information from the job analysis.

7. Job Design:

The information generated from the job analysis is of immense help to the industrial engineers in designing the job through the study of the job elements. The job element is the minute unit into which work can be divided. Hence it helps in time and motion study, determining work specification, work measurement, providing for methods, and improvement at the workplace.

8. Determines Authority Responsibility Relationship:

Job analysis helps in delegating authority thus determines lines of authority and responsibility. This also helps in designing the organisational framework. It helps in determining the vertical and horizontal relationships in the organization.

Thanks & all the best..............