ABSTRACT
Job analysis is one of HRM’s oldest tools, dating back to the 1930s. The role of job analysis has been to underpin other HRM activities and systems by providing a description of the jobs in an organization as a starting point for other HR functions. A job analysis yields a job description, which describes the duties and responsibilities of the jobholder, and a job specification, which describes the knowledge, skills and abilities that are necessary to perform the job. The job design is the basis by which employee capabilities and skills are assessed, and thus it is an important factor with regard to performance management, increases in rewards or compensation, training and development or taking corrective actions (Katou, 2012). The level of analysis is for a particular job or family of jobs that share similar performance characteristics. Job analysis is an input for the following HR systems:
human resource planning – where jobs are the basis for predicting future human resource needs;
recruitment – where job descriptions and specifications are the basis of the recruitment message;
selection – where job analysis provides the selection criteria;
performance appraisal – where job analysis provides the criteria for evaluating performance;
job evaluation – where job analysis provides the basis for ranking and classifying jobs for remuneration purposes .
