A sound job analysis system is extremely critical for numerous reasons.
• Staffing—All areas of staffing would be haphazard if the recruiter did not know the qualifications needed to perform the job.
• Training And Development—if the specification suggests that the job requires a particular knowledge, skill, or ability—and the person filling the position does not possess all the qualifications required—training and/or development is probably in order.
• Compensation and Benefits—The relative value of a particular job to the company must be known before a dollar value can be placed on it. From an internal perspective the more significant its duties and responsibilities, the more the job is worth.
• Safety and Health—Information derived from job analysis is also valuable in identifying safety and health considerations.
• Employee and Labor Relations—Regardless of whether the firm is unionized, information obtained through job analysis can often lead to more objective human resource decisions.
• Legal Considerations—having properly accomplished a job analysis is particularly important for supporting the legality of employment practices.
a. Job Analysis for Teams—Today whenever someone asks, “What is your job description?” the reply might well is, “Whatever.” What this means is that if a project has to be completed, individuals do what has to be done to complete the task.