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I O Report

Job analysis is the process of gathering, analyzing, and structuring information about a job's components, characteristics, and requirements. It provides the foundation for many human resources activities such as developing job descriptions, employee selection, training, performance evaluation, and compliance with legal guidelines. Key information gathered through job analysis includes the job's tasks, skills, responsibilities, and qualifications.

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Omar Adil
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11 views

I O Report

Job analysis is the process of gathering, analyzing, and structuring information about a job's components, characteristics, and requirements. It provides the foundation for many human resources activities such as developing job descriptions, employee selection, training, performance evaluation, and compliance with legal guidelines. Key information gathered through job analysis includes the job's tasks, skills, responsibilities, and qualifications.

Uploaded by

Omar Adil
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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JOB ANALYSIS

- It is the process of gathering, analyzing, and structuring information about a job’s


components, characteristics, and requirements.

Why is it important?
- A thorough job analysis is the foundation for almost all human resources
activities. It provides information that allows the human resource department to
get a grasp on an employee’s performance and competency.

Such information includes the following:

•Writing job descriptions


- Job analysis and job descriptions serve as the basis for many HR activities,
including employee selection, evaluation, training, and work design.

•Employee Selection
- The goal is to identify and hire individuals who align with the job requirements
and contribute positively to the company's success.
•Training
- the process of providing individuals or teams with the necessary knowledge and
skills to conduct effective job analysis.
•Person-power Planning / Workforce Planning
- to align an organization's human resources with its business objectives and to
address potential gaps in talent, skills, and leadership.
•Performance Appraisal
- is a process that involves evaluating and assessing an employee's job
performance against predetermined objectives, standards, or expectations.
•Job Classification
- is a systematic process of categorizing and grouping jobs within an organization
based on their similarities in terms of duties, responsibilities, and qualifications.
•Job Evaluation
- is a systematic process used to assess the relative worth or value of different
jobs within an organization.
•Job Design
- the process of structuring and organizing work tasks, roles, and responsibilities
within an organization.
•Compliance with Legal Guidelines
- an organization's adherence to laws, regulations, and standards set forth by
governing bodies at the local, national, or international levels.
•Organizational Analysis
- the systematic examination and evaluation of an organization's structures,
processes, and performance to gain insights into its functioning and identify
areas for improvement.

Evaluation
- is a systematic process used by organizations to assess and determine the
relative value or worth of different jobs within the organization.
Key features and concepts related to job evaluation include:

1. Objective Assessment: Job evaluation aims to provide an objective and


systematic assessment of the relative value of different jobs. It involves
evaluating jobs based on predetermined criteria rather than personal opinions or
biases.

2. Compensation Benchmarking: The results of job evaluation are often used as a


basis for determining the compensation structure within the organization. Jobs
that are deemed to be of higher value receive correspondingly higher
compensation.

3. Internal Equity: Job evaluation contributes to maintaining internal equity by


ensuring that jobs with similar levels of responsibility, complexity, and skill
requirements are assigned similar values and compensated accordingly.

4. Point Systems: Many organizations use point systems for job evaluation, where
various factors such as skill, effort, responsibility, and working conditions are
assigned numerical values. The total points assigned to a job reflect its relative
value.

5. Job Classes or Grades: the grouping of jobs within an organization based on the
results of a job evaluation process.

6. Job Ranking: In some organizations, job evaluation involves ranking jobs from
highest to lowest based on their perceived value or importance within the
organization.

7. Periodic Review: Jobs and their evaluations may change over time due to
evolving organizational needs, technology advancements, or shifts in job
responsibilities. Therefore, job evaluation is often a periodic and ongoing
process.

8. Influence on HR Practices: The results of job evaluation can influence various HR


practices, including recruitment, promotion, and employee development. It helps
organizations make informed decisions about staffing and talent management.

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