Objectives of Job Analysis | HR Tutorial

Objectives of Job Analysis in HR– One of the main purposes of conducting job analysis is to prepare job descriptions and job specifications which in turn help hire the right quality of workforce into an organization. The general purpose of job analysis is to document the requirements of a job and the work performed. Job and task analysis is performed as a basis for later improvements, including definition of a job domain; description of a job; development of performance appraisals, personnel selection, selection systems, promotion criteria, training needs assessment, legal defence of selection processes, and compensation plans.

In the fields of human resources (HR) and industrial psychology, job analysis is often used to gather information for use in personnel selection, training, classification, and/or compensation.

The field of vocational rehabilitation uses job analysis to determine the physical requirements of a job to determine whether an individual who has suffered some diminished capacity is capable of performing the job with, or without, some accommodation.

Professionals developing certification exams use job analysis (often called something slightly different, such as “task analysis” or “work analysis”) to determine the elements of the domain which must be sampled in order to create a content valid exam. When a job analysis is conducted for the purpose of valuing the job (i.e., determining the appropriate compensation for incumbents) this is called “job evaluation.”

Job analysis aims to answer questions such as:

• Why does the job exist?
• What physical and mental activities does the worker undertake?
• When is the job to be performed?
• Where is the job to be performed?
• How does the worker do the job?
• What qualifications are needed to perform the job?
• What are the working conditions (such as levels of temperature, noise, offensive fumes, light)
• What machinery or equipment is used in the job?
• What constitutes a successful performance?

Objectives of Job Analysis

Job analysis refers to the process of gathering, analyzing, and interpreting information about a job’s tasks, responsibilities, knowledge, skills, abilities, and other attributes. The primary purpose of job analysis is to provide objective and accurate information that can be used for a variety of HR functions, including recruitment, selection, training, performance appraisal, compensation, and job design.

Here are some specific Objectives of Job Analysis:

1. Recruitment and Selection: Job analysis provides a clear understanding of the job requirements and helps to identify the knowledge, skills, and abilities needed for the job. This information can be used to develop job descriptions and job specifications, which can be used for recruiting and selecting the right candidates.
2. Training and Development: Job analysis helps to identify the knowledge, skills, and abilities needed for the job, which can be used to develop training programs and materials that target specific skills or knowledge gaps.
3. Performance Appraisal: Job analysis provides a clear understanding of the job requirements and performance expectations, which can be used to develop performance appraisal criteria and measures.
4. Compensation: Job analysis provides information on the relative worth of different jobs in an organization, which can be used to develop a fair and equitable compensation system.
5. Job Design: Job analysis can help to identify opportunities to redesign jobs, increase efficiency, and improve job satisfaction by modifying the job’s tasks, responsibilities, and requirements.

Practice Questions

Q1. What is the purpose of job analysis?
A) To develop job descriptions and job specifications
B) To determine employee benefits
C) To evaluate employee performance
D) To determine employee morale
Correct Answer: A) To develop job descriptions and job specifications

Q2. How can job analysis be used in recruitment and selection?
A) To develop training programs
B) To identify knowledge, skills, and abilities needed for the job
C) To develop performance appraisal criteria
D) To determine employee benefits
Correct Answer: B) To identify knowledge, skills, and abilities needed for the job

Q3. How can job analysis be used in training and development?
A) To evaluate employee performance
B) To determine employee morale
C) To identify knowledge, skills, and abilities needed for the job
D) To determine employee benefits
Correct Answer: C) To identify knowledge, skills, and abilities needed for the job

Q4. How can job analysis be used in compensation?
A) To develop job descriptions and job specifications
B) To evaluate employee performance
C) To determine employee morale
D) To identify the relative worth of different jobs in an organization
Correct Answer: D) To identify the relative worth of different jobs in an organization

Q5. How can job analysis be used in job design?
A) To determine employee benefits
B) To evaluate employee performance
C) To identify knowledge, skills, and abilities needed for the job
D) To identify opportunities to redesign jobs and improve efficiency
Correct Answer: D) To identify opportunities to redesign jobs and improve efficiency

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