1. Staffing: All areas of staffing would be haphazard if the recruiter did not know the qualifications needed to perform the various jobs. E.g. A position without up-to-date job description may lead to confusion and disastrous consequences if the wrong staff are recruited.
2. Training and development: Job specification information often proves beneficial in identifying training and development needs. E.g. If a staff does not possess all the qualifications required, a job analysis of that position can help to identify the knowledge, skills and ability needed for further training.
3. Compensation and benefits: From internal perspective, the more significant its duties and responsibilities, the more the job is worth. Jobs that require greater knowledge, skills and abilities should be worth more to the firm. E.g. A job requires Master degree should worth more than that of a Diploma level.
4. Safety and health: Information derived from job analysis is also valuable in identifying safety and health considerations. E.g. In certain hazardous jobs, workers may need specific information about the hazards in order to perform the job safely.
5. Legal consideration: A proper prepared job analysis is important for supporting the legal requirements of employment practices. E.g. Job analysis data are needed to defend decisions involving promotion, transfers and demotions.
6. Employee and labor relations: Information obtained through job analysis can often lead to more objective human resource decisions which are important in employee and labor relations. E.g. When employees are considered for promotion, transfer or demotion, the job analysis provides a standard for evaluation and comparison of talent.
Talking up mobile growth
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