The information provided by job analysis is useful in almost every phase of employee relations. Its purposes and uses can be understood from the following points:
1.Organisation and Manpower Planning:
It is helpful in organisational planning for it defines labour needs in concrete terms and coordinates the activities of the work force, and clearly divides duties and responsibilities.
2.Recruitment and Selection:
By indicating the specific requirements of each job (i.e., the skills and knowledge), it provides a realistic basis for hiring, training, placement, transfer and promotion of personnel.
3.Wage and Salary Administration:
By indicating the qualifications required for doing specified jobs and the risks and hazards involved in its performance, it helps in salary and wage administration. Job analysis is used as a foundation for job evaluation.
4.Job Re-engineering:
Job analysis provides information which enables us to change jobs in order to permit their being manned by personnel with specific characteristics and qualifications.
5.Employee Training and Management Development:
Job analysis provides the necessary information to the management of training and development programmes.
6.Performance Appraisal:
It helps in establishing clear-cut standards which may be compared with the actual contribution of each individual.
7.Health and Safety:
It provides an opportunity for identifying hazardous conditions and unhealthy environmental factors so that corrective measures may be taken to minimize and avoid the possibility of accidents.
