(PDF) A Case Study of Job Analysis 2022

Running head: JOB ANALYSIS: A STUDY
JOB ANALYSIS: A STUDY
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Author Note

1JOB ANALYSIS: A STUDY
Question 1
Job analysis is considered to be a significant and an integral part of Human Resource
Management in corporate sector. Job analysis, in generic terms, can be defined as activities that
involve collecting and recording job related information, such as knowledge, skills and
capabilities required for performing a particular job/ profession, along with the responsibilities,
qualifications, experiences and duties involved in carrying out the job. Physical fitness and
emotional intelligence parameters are also an integral part of job analysis in HRM (Landau and
Rohmert 2017).
The main purpose of conducting a job analysis is to utilize the respective information derived
out of it in creating right job for correct employee within and outside an organization. Through
proper job analysis, the human resource department of an enterprise is able to assess the
performance of the employee, determine the worth of a particular job/ occupation, and analyze
the needs of training and development for the employee (s) who might be delivering the job (Saif
et al. 2013). With the advent of globalization, the demand for different kinds of jobs is changing
rapidly. Through effective job analysis, corporate houses would be able to constantly keep
themselves updated in the contemporary job market. However, if specifically observed, the
purpose of job analysis is multidimensional and multifaceted (Wood et al. 2012). Job analysis
plays an important role in recruitment and selection, job evaluation, job designing, deciding
compensation and benefits packages, and analyzing the need of training and development,
assessing the worth of a particular job, increasing personnel and organizational productivity
(Paauwe and Boon 2018). The purpose of job analysis is classified and explained hereafter.

2JOB ANALYSIS: A STUDY
1. Recruitment and selection: Job analysis helps in determining what kind of employee is
required to perform a particular task. A thorough job analysis points out the educational
qualifications, level of experience, technical, physical, emotional and personal skills
required to carry out a job in an expected manner. The main goal of job analysis is to
make the right employee fit at the right job (Edien 2015).
2. Analyzing performance: The greater impact of proper job analysis is the analysis of
performance; whether the desired performance is provided by the employees in the
workplace or not. Job analysis helps in deciding the standard/ yardstick of the
performance, criteria of evaluation and the output of the individuals. The overall
performance of an employee is measured and he/she is appraised accordingly (Rudolph et
al. 2017).
3. Training and development: Job analysis is also important in order to examine and assess
training and development needs for the employees. The difference between the expected
and actual output which is analyzed by the human resource department of an organization
determines what kind of training is needed to be imparted to the employees. A proper job
analysis also analyzes the content of training and development, tools and equipments to
carry out the training and various methodologies that might be utilized to provide the
training (Morgeson, Brannick and Levine 2019).
4. Compensation management: job analysis plays a significant role in determining and
deciding the pay packages, extra benefits, bonus and incentives of the employees for a
perspective job. The pay package of an employee in an organization depends on the
position, job title, duties, responsibilities and performance standards of involved in a job.