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Organization and manpower planning it is helpful in

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Organization and Manpower Planning:It is helpful in organization planning, for itdefines labour inconcrete terms and co-ordinates the activities of the work force, and clearlydivides duties and responsibilities.Recruitment and Selection:Job analysis provides you with information on what thejob entails andwhat human requirements are required to carry out these activities. Thisinformation is the basis on which you decide what sort of people to recruit and hire.Placement and Orientation: Job analysis helps in matching the job requirements with theabilities, interests and aptitudes of people. Jobs will be assigned to persons on the basis ofsuitability for the job. The orientation programme will help the employee in learning theactivities and understanding duties that are required to perform a given job more effectively.Employee Training and Management Development: Job analysis provides the necessaryinformation to the management of training and development programmes. It helps in todetermine the content and subject matter of in training courses. It also helps in checkingapplication information, interviewing test results and in checking references.Job Evaluation and Compensation: Job evaluation is the process of determining the relativeworth of different jobs in an organization with a view to link compensation, both basic andsupplementary, with the worth of the jobs. The worth of a job is determined on the basis ofjob characteristics and job holder characteristics. Job analysis provides both in the forms of jobdescription and job specification.Performance Appraisal: Performance appraisal involves comparing each employee’s actualperformance with his or her desired performance. Through job analysis industrial engineers andother experts determine standards to be achieved and specific activities to be performed.
57Health and Safety: It provides an opportunity for identifying hazardous conditions andunhealthy environmental factors so that corrective measures may be taken to minimize andavoid the possibility of accidents.Employee Counselling: Job analysis provides information about career choices and personallimitation. Such information is helpful in vocational guidance and rehabilitation counselling.Employees who are unable to cope with the hazards and demands of given jobs may be advisedto opt for subsidiary jobs or to seek premature retirement.Steps in Job AnalysisDetermine the Use of the Job Analysis Information:Start by identifying the useto which theinformation will be put, since this will determine the type of data you collect andthe technique you use to collect them.Collection of Background Information:According to Terry, “The make-up of ajob, its relation toother jobs, and its requirements for competent performance are essentialinformation needed for a job evaluation. This information can be had by reviewing availablebackground information such as organization charts (which show how the job in questionrelates to other jobs and where they fit into the overall organization); class specifications(which describe the general requirements of the class of job to which the job under analysisbelongs); and the existing job descriptions which provide a starting point from which to buildthe revised job description”.

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