Question

how job analysis deal or work with job human resources management functions?

Answer 1

Based on job analysis, Job description and job analysis are at the most important part of many other HR activities. These job descriptions are even demanded by HR management in a case where even legal requirements does not give more importance to it.

To explain more on this, let's consider the following Job Analysis factors which would influence HR management. The below figure created by myself might explain the factors more efficiently,

Union Relations HR Planning Health & Safety Recruiting Job Analysis in HR Management Performance and Appraisal Selecting Job Description & Specifications Compensation Training & Development

HR Planning

This is where a HR manager would need current job audit. The current job details and descriptions provide the basic information which is necessary for this kind of internal audit, including availability and position of jobs available, number of positions vacant, reporting details of the job etc..By identifying these factors on the current job and calculating the time being spent to perform them, managers and HR specialists can in fact potentially change the real necessity of the job where the HR manager could even redesign jobs by removing the unnecessary tasks by combining it with present responsibilities.

When reviewing the data provided by all responsible employees, a team which would consider HR Manager, the Director of Administration, and an external auditor or consultant noted that several duties associated. This practice most of the time led to delays in recording customer payments and scheduling maintenance. The team can be considered to be regrouped with the various customer service duties so that two of the employees will perform the complete set of tasks but different in functions. Filing activities can be given to the third employee, who will serve as an alternative back up for the other two.

Recruiting and Selection

Most of the organisation would use job analysis to only identify job specifications in order to forecast how and where to obtain employees for anticipated job openings, no matter how they would be recruited(internally or externally). For instance, a job analysis for a small manufacturer of construction equipment showed that the Project engineer job, which traditionally always required a person with a university degree, but really can be handled by someone who has a high school degree and at least 10 years of experience. As a result, the company could select someone with their organisation and promote a site foreman and recruit some other for the vacant post of the site foreman which would be more cost efficient.

Compensation

Job analysis information is essential when forecasting the compensation. In the process of identifying the appropriate compensation, job analysis information is a factor which is used to determine job content for internal comparisons of responsibilities and also the external comparisons with the compensation paid by competitors in the marker. The data from job analysis can be used to give more weight, and therefore more salary to jobs involving more difficult tasks, and responsibilities.
Job analysis also can lead to the management of various employee benefits programs. For example, a job analysis can be used to forecast the functions that will be performed by workers who have been on workers’ compensation leave.

Training and Development

By explaining the details about a job, a job analysis helps the manager explain a job to a newly joined employee. Data from job descriptions and job specifications will also help in the future career planning by showing employees what is required expectancy in jobs that they may be needed in the future. Job specification data can bring out the details of areas in which employees might need to develop in order to improve in their respective careers.Job descriptions and job specifications generated from job analyses can improve the Employee development efforts.

Performance Appraisal

With performance standards to compare what a worker is supposed to be doing and what the person actually has done, a manager can determine the employee’s performance level for the past financial year. The performance appraisal is a process which should then highly related to the job description and performance standards. Developing clear performance standards can also reduce organisation communication problems in performance appraisal feedback among supervisors, managers, and employees.

Safety and Health

Job analysis information plays a crucial part in identifying possible job hazards and working safety conditions associated with a particular jobs. From the collected data, managers and HR specialists possibly can work together to forecast and identify the health and safety procedure and equipment needed,and also they could work on the program of training the workers with a safety induction program.

Union Relations

In an organisation where the employees  are represented by a labor union, job analysis is used in many ways. Firstly, job analysis information will have to be considered to determine if the job could be covered by the union agreements. Specifically, management will be able to exclude a managerial job and its incumbents from the complete bargaining unit. Second, it is pretty common in an unionized environment for job descriptions to be very specific, where the tasks not covered would not be considered. Finally, an analysed, well-written and specific job descriptions can reduce the number of grievances filed by employees.
In one particular manufacturing plant, an employee refused to sweep up his work area and was disciplined. He filed a grievance and he also won, because this particular task of cleaning his work area was not exactly mentioned in the job description.