Importance of Job Analysis to the Selection Process

Job analysis is considered the crutch of HR. It is the process of studying jobs. Gathering, analysing, synthesizing, and then reporting on one thing is part of the process. There is no set process to be followed but there are some key issues:

• Purpose- the purpose of job analysis should be clearly identified and agreed upon. Since the process is designed to yield job information the organization should ask specific reasons why?
• Scope- the issue of the scope is to include which jobs to include in the job analysis process. It should be based on 5 different scopes. 1- the importance of the job to the organization 2- the number of job applicants 3- whether it is an entry level position 4- the frequency with job requirements 5 the amount of time that has passed since the last job analysis,
• Internal Staff or Consultant- the organization may use its own staff or external consultants for job analysis.
• Organization and Coordination- any job analysis project whether it is conducted internally or with externally, requires careful organization and coordination.
• Communication -keep clear and open communication with everyone in the the job analysis process.
• Analysis, Synthesis, and Documentation- once all the information is collected it must be analyzed and synthesized through different procedures and statistics.
• Maintenance of the System- it does not end with the completion of the project. The mechanics of the process will be put into place and maintained over time.
• Example of Job Analysis Process- due to the fact that there is no best way to the process we must design our own job analysis process to fit our own situation.

Job analysis is important because it gives us a clear description of what we are looking for in the selection process. Its what we want or desire for our company.