What Is Uses Job Analysis In Job Design?

1. Recruitment, selection and placement
2. Job evaluation - compensation
3. Performance appraisal
4. Labor and human resource relations
5. Utilizing human resource
6. Training and development
7. Ensure complete assignment of duties

1. Human
        resource planning: Job analysis helps in forecasting human
        resource requirements in terms of knowledge and skills. By showing lateral
        and vertical relationships between jobs, it facilitates the formulation of
        a systematic promotion and transfer policy. It also helps in determining
        quality of human resources needed in an organization.
2. Recruitment:
        Job analysis is used to find out how and when to hire people for future
        job openings. An understanding of the skills needed and the positions that
        are vacant in future helps managers to plan and hire people in a
        systematic way. For example, a company might be traditionally hiring MBA
        students for equity research. A recent job analysis showed that the
        positions could be filled by graduates with an analytical mind. Now, this
        would help the company hire equity analysts from a greater number of
        available graduates by offering even a slightly lesser salary.
3. Selection:
        Without a proper understanding of what is to be done on a job, it is not
        possible to select a right person. If a Super bazaar manager has not
        clearly identified what a clerk is to do, it is difficult to find if the
        person selected must be able to position stores items, run a cash
        register, or keep the account books.
4. Placement
        and orientation: After selecting people, we have to place them on
        jobs best suited to their interests, activities and aptitude. If we are
        not sure about what needs to be done on a job, it is not possible to
        identify the right person suited for the job. Similarly, effective job
        orientation cannot be achieved without a proper understanding of the needs
        of each job. To teach a new employee how to handle a job, we have to clearly
        define the job.
5. Training:
        If there is any confusion about what the job is and what is supposed to be
        done, proper training efforts cannot be initiated. Whether or not a
        current or potential job holder requires additional training can be
        determined only after the specific needs of the jobs have been identified
        through a job analysis.
6. Counseling:
        Managers can properly counsel employees about their careers when they
        understand the different jobs in the organization. Likewise, employees can
        better appreciate their career options when they understand the specific
        needs of various other jobs. Job analysis can point out areas that an
        employee might need to develop to further a career.
7. Employee
        safety: A thorough job analysis reveals unsafe conditions associated
        with a job. By studying how the various operations are taken up in a job,
        managers can find unsafe practices. This helps in rectifying things
        easily.
8. Performance
        appraisal: By comparing what an employee is supposed to be doing
        (based on job analysis) to what the individual has actually done, the
        worth of that person can be assessed. Ultimately, every organization has
        to pay a fair remuneration to people based on their performance. To
        achieve this, it is necessary to compare what individuals should do (as
        per performance standards) with what they have actually done (as per job
        analysis).
9. Job
        design and redesign: Once the jobs are understood properly, it is
        easy to locate weak spots and undertake remedial steps. We can eliminate
        unnecessary movements, simplify certain steps and improve the existing
        ones through continuous monitoring. In short, we can redesign jobs to
        match the mental make-up of employees.
10. Job
         evaluation: Job analysis helps in finding the relative worth of a
         job, based on criteria such as degree of difficulty, type of work done,
         skills and knowledge needed, etc. This, in turn, assists in designing
         proper wage policies, with internal pay equity between jobs.