Job analysis is useful as a guide in every phase of employment process like manpower planning, recruitment selections, placement, orientation induction, and in performance appraisal as it gives the information about duties, tasks and responsibilities etc.
Job Grade: Middle Management
Job Title: Credit Manager
Age: Between 35 and 45 years
Sex: Preferably male
Educational Qualification: B.E. (Industrial Engineering) or B.Sc., Ag., with post-graduate diploma or degree in Bank management.Completion of CAIIB is an additional qualification.
Training received: Should undergo training on the job/off the job for a period of one year.Experience:Experience as credit/field officer in a commercial bank for about five years.
Physical specification: Normal height (above 5’-5�?)
Social specification: Member of social organizations
Extra-curricular activities: Should have participated in sports/games at the district or inter university level.
Job information obtained by job analysis often reveals instances of poor organization in terms of the factors affecting job design. The analysis process, therefore, constitutes a kind of organization audit.
Training and Development Program
Description of duties and equipment used is of great help in developing the content of training and development programs. Needs of training and developing are identified with the help of job description. Further the training programs are also evaluated with the standards of job analysis.
Instead of rating an employee on characteristics such as dependability there is now a tendency towards establishing job goals and appraising the work done toward those goals. In this type of appraisal, a job description is useful in defining the areas in which job goals should be established.
Promotion and Transfer
Job information helps in charting the channel of promotion and in showing lateral lines of transfer.
Preventing dissatisfaction and settling Complaints:
Job information can be used as a standard in preventing and settling complaints related to work load, nature of work, work procedure, alteration or revisions of job description etc.
Job information can be used as a standard when discipline is being considered for standard performance.
Restriction of Employment Activity for Health Reasons and early Retirement
When employees are unable to maintain the standard job performances due to old age or health hazard they may opt for early retirement or the organization mat retrench their services. In such cases, job information is helpful to the employee and their supervisors to think objectively. In some other cases some mutually satisfactory rearrangements of subsidiary duties might make it possible to retain older employees whose intelligence, general experience, reliability make them valuable assets. Job information becomes as standard in this situation also.
Wage and Salary Administration
Job analysis is the basis for job evaluation. Basically wage and salary levels are fixed on the basis of job evaluation which takes into consideration the content of the job in terms of tasks, duties, responsibilities, risks, hazards etc.
Health and Safety
Job Description provides the information about hazardous and unhealthy conditions, accident prone areas etc.
Job description is a standard function as the employee is provided with the information about the job.
A job description is a standard function to solve industrial disputes and to maintain sound industrial relations. If any employee attempts to add or to delete some duties from the ones listed in job description, the standard has been violated. The labor union as well as management is interested in such violation. Controversies often result, and a written record of the standard job description is valuable in resolving such disputes. Despite these uses, job analysis is also a target of criticism.