|Job analysis is a systematic approach to defining the job role, description, requirements, responsibilities, evaluation, etc. | |It helps in finding out required level of education, skills, knowledge, training, etc for the job position. It also depicts the| |job worth i.e. measurable effectiveness of the job and contribution of job to the organization. Thus, it effectively | |contributes to setting up the compensation package for the job position. | | | |Importance of Job Analysis | | | |Job analysis helps in analyzing the resources and establishing the strategies to accomplish the business goals and strategic | |objectives. It forms the basis for demand-supply analysis, recruitments, compensation management, and training need assessment | |and performance appraisal. | | | | | | | | | |Components of Job Analysis | | | | | |Job analysis is a systematic procedure to analyze the requirements for the job role and job profile. Job analysis can be | |further categorized into following sub components. | | | | | | | | [pic] | | | | | | | |Job Position | | | |Job position refers to the designation of the job and employee in the organization. Job position forms an important part of the| |compensation strategy as it determines the level of the job in the organization. For example management level employees receive| |greater pay scale than non-managerial employees. The non-monetary benefits...
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