Without the right job analysis, a company will not be able to function effectively. A business organization must make it an important aspect of its operation because it defines everything that each and every employee is supposed to do so that the company can achieve its goals.
Job analysis falls into the hands of the human resource department. It chooses the right job candidate who is the right person to fill the existing job vacancy.
There are several ways by which the Human Resource Department can do the task of job analysis.
One is by reviewing job classification systems. There are occupational analysts who collect data from job interviewers that help them systematically compare and match specifications of job openings with the qualifications of job applicants.
Other ways of doing this is by supervisor interviews, structured questionnaires, incumbent interviews, and so forth.
Job analysis is important because without it, a company will not be able to find the right employee at the right place and at the right time. It is essential in defining the qualifications, experience, skills and expertise that are necessary for every occupation.
In order for the job analysis to be effective, timely reporting and assessing accountability should also be performed by the company. Each employee has to be appraised by those who are over him and those whom he supervises.
The company sets a goal for every employee at a certain starting period. By the end of the stipulated period, his superior gives an assessment whether he was able to accomplish his goals or to what extent he is able to do it.
Thus, job analysis helps the company devise a system of training and supervision to give each and every employee all the chances they need to be able to achieve their goals.
In the end, it is the company that is the ultimate beneficiary of this system because everybody in the organization is in his right place doing what the company requires in achieving its objectives.