Make presentation detailing the usefulness of Job Analysis and the data generated from the process.
There are several reasons we need to conduct a job analysis. The main reason is to create the right fit between employees and their jobs, assessment of their performance, and also the worthiness of several tasks. The following are the purposes of job analysis.
The first reason is for the recruitment and selection of employees. The main objective here is to fit the right person in the right place. We can determine the type of person we want to fill in and also perform a particular job.
Secondly, it’s for performance appraisal. They help to confirm whether the goals and objectives of jobs are achieved or not. It helps in determining the performance standards and evaluation criteria and the output of an individual.
Thirdly it is for training and development of the employees. It is determined by the difference between actual output and the set expected output. It also helps in deciding the content, equipment’s and tools to be used for training.
The compensation of management is the fourth reason. It helps to determine the pay packages and benefits employees are to receive. These incentives depend on the position, duties, responsibilities, and job titles that one has. The human resource managers can determine the worth of employees when a job opening arises.
Lastly, job analysis is used in the designing and redesigning of the workplace. It Is done so that the human effort can be streamlined for the best possible output. By undertaking it, employee’s satisfaction is enhanced while increasing their output.