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:<\/p>\n\n\n\n
1.Organisation and Manpower Planning:<\/strong><\/p>\n\n\n\n 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.<\/p>\n\n\n\n 2.Recruitment and Selection:<\/strong><\/p>\n\n\n\n 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.<\/p>\n\n\n\n 3.Wage and Salary Administration:<\/strong><\/p>\n\n\n\n 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.<\/p>\n\n\n\n 4.Job Re-engineering:<\/strong><\/p>\n\n\n\n Job analysis provides information which enables us to change jobs in order to permit their being manned by personnel with specific characteristics and qualifications.<\/p>\n\n\n\n 5.Employee Training and Management Development:<\/strong><\/p>\n\n\n\n Job analysis provides the necessary information to the management of training and development programmes.<\/p>\n\n\n\n 6.Performance Appraisal:<\/strong><\/p>\n\n\n\n It helps in establishing clear-cut standards which may be compared with the actual contribution of each individual.<\/p>\n\n\n\n 7.Health and Safety:<\/strong><\/p>\n\n\n\n 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.<\/p>\n","protected":false},"excerpt":{"rendered":" The information provided by job analysis is useful in almost every phase of employee […]<\/p>\n","protected":false},"author":2,"featured_media":2496,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[104],"tags":[119,97,106,114,117,118],"class_list":["post-2519","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-job-analysis","tag-hr-training-courses-in-chennai","tag-hr-training-in-chennai","tag-job-analysis-process","tag-job-analysis-questionnaire-template","tag-methods-of-job-analysis","tag-purpose-of-job-analysis"],"_links":{"self":[{"href":"https:\/\/nextinnovationasia.com\/blog\/wp-json\/wp\/v2\/posts\/2519","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/nextinnovationasia.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/nextinnovationasia.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/nextinnovationasia.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/nextinnovationasia.com\/blog\/wp-json\/wp\/v2\/comments?post=2519"}],"version-history":[{"count":1,"href":"https:\/\/nextinnovationasia.com\/blog\/wp-json\/wp\/v2\/posts\/2519\/revisions"}],"predecessor-version":[{"id":2520,"href":"https:\/\/nextinnovationasia.com\/blog\/wp-json\/wp\/v2\/posts\/2519\/revisions\/2520"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/nextinnovationasia.com\/blog\/wp-json\/wp\/v2\/media\/2496"}],"wp:attachment":[{"href":"https:\/\/nextinnovationasia.com\/blog\/wp-json\/wp\/v2\/media?parent=2519"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/nextinnovationasia.com\/blog\/wp-json\/wp\/v2\/categories?post=2519"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/nextinnovationasia.com\/blog\/wp-json\/wp\/v2\/tags?post=2519"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}