The information gathered from the job analysis serves as the foundation for a number of interconnected people management activities:
1. Goal Achievement
According to Weather and Davis, "Jobs are at the basis of every organization's productivity; if they are planned effectively and done correctly, the organisation advances toward its objectives."
Otherwise, productivity falls, earnings plummet, and the company is less able to satisfy the needs of society, customers, workers, and other stakeholders.”
2. Organizational Design
Job analysis will aid in the classification of occupations and their interrelationships. Sound judgments on hierarchical positions and functional differentiation may be made based on information gained from job analysis, which will increase operational efficiency.
3. Organization and Manpower Planning
It is useful in organisation planning because it defines labour in specific terms, coordinates work force operations, and clearly distributes tasks and obligations.
4. Recruitment and Selection
Job analysis informs you about the job's responsibilities and the human resources needed to complete these tasks. This information will help you select what kind of individuals to hire and recruit.
5. Employment placement and orientation
Job analysis aids in the matching of job needs to people's skills, interests, and aptitudes. People will be allocated jobs based on their suitability for the position. The employee will benefit from the orientation programme by learning the tasks and understanding the responsibilities that are necessary to execute a specific job more successfully.
6. Employee Training and Management Development
Job analysis gives training and development programme managers the knowledge they need. It aids in determining the content and subject matter of in-class training sessions. It also aids in the verification of application information, interview test scores, and reference checks.
7. Job Evaluation and Compensation
Job evaluation is the process of assessing the relative worth of various occupations in an organisation in order to relate basic and supplemental remuneration to the positions' worth. The value of a job is defined by the qualities of the work and the characteristics of the job holder. Both a job description and a job specification are provided by job analysis.
9. Health and Safety
It allows for the identification of dangerous situations and unhealthy environmental variables so that remedial action may be done to reduce and eliminate the risk of accidents.
10. Employee Counseling
Job analysis informs employees about their professional options and personal limitations. This type of information is useful in career counselling and rehabilitation counselling. Employees who are unable to cope with the risks and responsibilities of their occupations may be encouraged to seek alternative employment or retire early.
