Job analysis is the process of “identifying and determining in detail the particular job duties and requirements and the relative importance of these duties for a specific job.” It aids in facilitating an in depth analysis on the collected data about a particular job. More so, what is focused in this form of analysis is the job and not the person who does the job.
The data that are analyzed are obtained from the information given by current employees of a specific position which can be extracted by conducting surveys or interviews. Meanwhile, the end product of a job analysis serves as the basis for the formulation of appropriate qualifications and tasks of a particular job (Hr-guide.com, 2001).
Job analysis is mainly beneficial to the human resource department of any business organization. It helps in establishing the job appropriateness of the “employment procedures such as training, selection, compensation, and performance appraisal” (Hr-guide.com, 2001). Through this, companies can maximize and optimize their human and financial resources. It can help the management to efficiently handle their workforce as well as manage their time. As a result, job analysis is considered as the foundation for human resource development that facilitates the effective staffing, training and helping and managing of employees.
Moreover, job analysis should be executed before carrying out or updating human resource activities because it serves as the framework of the basic principles of the HR department which is to manage the workforce. Without job analysis, HR would have a difficult time in performing its main function which is a crucial element in ensuring that business organizations would become successful.
Hr-guide.com. (2001). Job Analysis: Overview. Retrieved June 16, 2009, from http://www.hr-guide.com/data/G000.htm