by Anthony Williams | on May 21, 2013
How Job Analysis Benefit a CompanyJob analysis is a means of identifying and collecting data about different aspects of a job, and helps human resource (HR) obtain a methodical understanding of the job domain. So, yes, job analysis does benefit a company. By using job analysis to find out what’s required to perform its job/s a company can write job/s descriptions and specifications. As well, the company can now ascertain how to establish pay scales for its particular job/s (Anthony, Kacmar, Perrewe, 2010).
If a company utilizes job analysis it can determine how to go about selecting the right employees to fit its job/s. By knowing job/s description/s and specification/s the individual/s with the right qualification/s may be selected. So too, if the right individuals are selected in the first place, he or she would be a better fit providing a higher retention rate. Job analysis resulting data may be used to allow the potential employee to be provided with job requirements. This will create an atmosphere to attract individuals with the right skills. Also, if the potential employee can see the vision of how he or she can get promoted within the job, better applicants can be attracted. Thus, job analysis can assist with the attraction, selection, and retention of good employees (Anthony et. al., 2010).
Real-World Situation that Incorporates Job Analysis and/or Strategies for Attracting, Selecting, and Retaining Quality TalentSpeaking from my experience; the U. S. military incorporates the utilization of job analysis in its initial recruiting tests. The tests, both mental aptitude and physical, are use to determine if one will even be considered for active duty in peace time. These tests are also used for job placement based on what area one has excelled in. In other words, by viewing one’s graded test the military can determine what job to train the individual for; because, he or she has shown trainability potential in that area.
Strengths and Weaknesses of Job Analysis as Utilized by the MilitaryIn the military’s case, I would say that its job analysis system is flawed in that it does not have a psychological testing element. However, job analysis on a whole is a great way to match the right candidate with the correct jobs. Still, it does not provide for a rapid changing job environment, even with a future perspective outlook. Since new technologies can and will eliminate some jobs in part, and others entirely. At this time a new job analysis will be done and restructuring will occur (Anthony et. al., 2010).
ReferenceAnthony, W. P., Kacmar, K. M., & Perrewe, P. L. (2010). Human resources management: A strategic approach. (6th ed.). Mason, OH: Cengage Learning.