Employee safety a thorough job analysis often

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Employee safety A thorough job analysis often uncovers unsafe practices and environmental conditions associated with a job. Focusing precisely on how the job is done usually reveals any unsafe procedures. Manpower planning It helps in developing labor supply as labor needs are laid dawn in clear terms. Recruitment and selection Job analysis provides guidance in recruitment and selection of employees, as specific requirements of the job are laid down in concrete terms. It provides reliable data on the bases of which the employees are selected. Promotion and transfer -Job analysis helps in evaluating current employees for promotion and transfers. If information about the job is available employees can be transferred from one department to another without any complication. Compensation job analysis information is crucial for estimating the value of each job and an appropriate compensation. Compensation (such as salary and bonus )usually depends on the job required skills and education level, safety hazards, degree of responsibility, and so on-all factors you can assess through job analysis. Training and development The job information helps in determining the content, context and subject matter of training and development program. Performance appraisal The standard of performance for employees can be set on the bases of information provided by job analysis and actual performance can be compared with these standards. It helps the management in judging the worth of employees. Job evaluations -Job analysis provides data determining the value of the job in relation other jobs on the bases of which actual wages for the jobs are fixed.
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3.5. Potential Problems with Job Analysis Lack of Management Support: The biggest problem arises when a job analyst does not get proper support from the management. The top management needs to communicate it to the middle level managers and employees to enhance the output or productivity of the process. In case of improper communication, employees may take it in a wrong sense and start looking out for other available options. They may have a notion that this is being carried out to fire them or take any action against them. In order to avoid such circumstances, top management must effectively communicate the right message to their incumbents. Lack of Co-operation from Employees: If we talk about collecting authentic and accurate job-data, it is almost impossible to get real and genuine data without the support of employees. If they are not ready to co-operate, it is a sheer wastage of time, money and human effort to conduct job analysis process. The need is to take the workers in confidence and communicating that it is being done to solve their problems only. Inability to Identify the Need of Job Analysis: If the objectives and needs of job analysis process are not properly identified, the whole exercise of investigation and carrying out research is futile. Managers must decide in advance why this process is being carried out, what its objectives are and what is to be done with the collected and recorded data.
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