As such, job analysis can be termed to be a component of planning where jobs are studied and analyzed to know the requisite characteristics and nature of the job. With the help of this information, competent and suitable candidates can be employed on that particular job (Ostwald 2003).
Jobs make positions, positions make occupations and occupations transform themselves into organizational structure. As such, job analysis is the building block of not only human resources function, but also organizational behavior, structure and planning (Fig.1).
Planning, recruitment, training and appraisal- all other HRM activities directly stem out from job analysis. Job analysis is actually a comprehensive data collection technique where some data relates to the job specifications and other pertains to the individuals. Thus, number of employee, characteristics of employees, nature and mode of training and objective appraisal of employees can be done only on the basis of job analysis.
Evaluation of job- with the help of job analysis, relative worth of jobs is ascertained which in turn helps in determining the base compensation and relevance of the job in the organization. This proves to be an important criterion of cost cutting and cost saving activity for a firm.
Employee development- when both the specifications of job and the individuals handling the job are determined in advance, it becomes easier to benchmark the performance levels and analyze the gaps. Moreover, specific areas of gap can be figured out which can then be resolved by using employee counseling and training sessions.
Safety measures- process of job analysis is applied in all kinds of jobs be it technical, clerical or managerial. Therefore, it extends a bit beneficial in technical jobs where use of tools, machinery and equipments can give rise to hazardous conditions and unhealthy workplace environment. Job analysis tries to do away with