week 6 solution paper 10

Job Analysis and its Importance in Organization
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HRM / 500
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Date

Organizational Structure
Job analysis is a formal and detailed study of jobs. It refers to a scientific and systematic analysis of a job in order to obtain all pertinent facts about the job. It can be defined as the process of determining by observation and study the tasks, which includes the various parameters related to the job, the methods and equipment used, and the skill and attitude required for successful performance of the job. In short, we can say that it is the process of describing or recording the various aspects of a job that helps further in identifying and placing the right person to the right job for the achieving the targets of the organisations. The three elements of the job analysis are as follows:
Job Description – It is a functional and written record of the appropriate and authorised contents of a job. Job description describes what is to be done, how it is to be done and why. Job description is an important document as it helps to identify the job and gives the clear idea about what the job is. It is descriptive in nature and defines the purpose and scope of a job. There are five main components of job description - (1) Job Title (2) Job Summary (3) Job duties and responsibilities (4) Working conditions (5) Machines, tools and equipment. It defines the demand of the job or we can say that what is expected to perform on a particular job.
Job Specification - It is a statement of the minimum acceptable human qualities required for the proper performance of a job. It is a written record of the physical, mental, social, psychological and behavioural characteristics which a person should possess in order to perform the job effectively. All the traits that are required for a particular position are divided in three categories – (1) Essential attributes which a person must possess, (2) Desirable attributes which a person ought to possess, (3) Contra – indicators which will become a handicap to successful job performance.
Job Context- It includes the different types of the factors of a job like its physical conditions, location, physical and social environment and what type of supervision is required for the job etc. It includes the environment of a job in which a job needs to get done.
Significance – There is no doubt that all the elements of the job analysis play a very significance role in hiring, selection and the development of the employees. As according toBrannick, Levine & Morgeson (2007), Human Resource Specialist analyse a job for various reasons like employees hiring, training, supervision and appraisal, and/or establishing fair compensation rates. Job vacancy is advertised on the basis of job description and job specification. Job analysis provides a good understanding to the perspective candidates about what is the job in actually and what is the expectation of the organisation from the employees to perform a particular job. Such understanding serves as the basis for making the meaningful forecast of job performance. Selection methods are also prepared on the basis of such forecasts. Besides that, job analysis provides valuable information in details for identifying the training needs, contents for its preparation and the bases for its evaluation. Besides that, the various employees’ development programs like job rotation, job enlargement, and job enrichment are based on analysis of job requirements. Thus we can say that job analysis play a very important role in organisation. In fact, we can say that it is very difficult to execute other function of the business without having a proper job analysis.
A Position Analysis Questionnaire is a well-known instrument that is used in job analysis. Actually, this is one type of questionnaire which is filled by the employees who are holding a particular position in the organisation. The employees describe their duties and

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