Job Analysis for Several Reasons.

¶ … job analysis for several reasons. The first is to define the role for training purposes. Job analysis is also necessary for evaluation as it provides the base against which the employees are measured. Job analysis can assist in the selection process as well, by enabling better matching of candidates with job requirements. Also, the job itself can be evaluated in the context of the division or company, and its relative value can be determined.

Organizations use job analysis data to help construct job descriptions. They then use the data to assist with developing candidate specs for hiring purposes; and the data then drives the training program. Job analysis data is also used for performance evaluation, and the development of compensation programs appropriate to the role.

To develop a job analysis program, practitioners use a combination of techniques, including interviews, observations and questionnaires. The information should come from different sources, including both management and the workers. This information should then by synthesized by a human resources professional.