Job Analysis: The Uses Of Job Descriptions

PART 3: THE USES OF JOB ANALYSIS
3.1 Job Descripition
A job description is a writing that describes a work briefly. It is also a summary of what a particular job do. A job descriptions usually contain identifiers (job title plus other information), a summary (mission or objective statements of company) and duties and tasks (what to gets a job done) and it may contain any other informations such as reporting, accountability and minimum qualifications. Among other things, job descriptions are important to make sure people who don’t do the job and never do the job, know what the job is.

3.2 Job Evaluation

Job evaluation is the process of evaluating the worth of specific jobs to an employer. Employers want the salary for various job to match their value in relation to one another within their firm and to compare their salary against salary offered by other firms. By maintaining fair salary, job evaluations help to attract and retain people in the firm.

3.3 Job Classification

Job classification is the process of placing one or more jobs into a groups of alike jobs. The groups may be based on the same lines of authorities, duties and responsibilities of the work, or behavioural requirements of the jobs. Job

Such characteristics and traits included knowledge, skills, ability, or any other positive characteristics. For example, if you wants to be an accountant, the firm might require you to know how to use 10-keys adding machine or keyboard. Job specifications refer to experience or minimum qualification needed in order for an applicant to be hired for the job. For example, a college degree in engineering or 6 months of experience as a cashier. These specification can be used to inform job applicants and staff in charge of recruiting the applicants about the standards that the applicants must have in other to be selected for the