Identifying KRAs: Job Analysis process helps in identifying Key Result Areas/Key Responsibilities Areas (KRAs) such as knowledge, technical, communication and personal skills, mental, aptitude, physical and emotional abilities to perform a particular task.
Different jobs have different requirements. Therefore, the process needs to be performed every time when there is a requirement to fill the job opening. This is a basis for developing questionnaires, devising interview questions and setting selection test papers. The information in the form of scores or grades can then be used for hiring process.
Setting Selection Standards: Job Analysis also helps managers in setting certain standards for selection process in terms of educational qualifications, work experience, expertise, special skill sets, unusual sensory abilities, specific career track, certifications and licenses and other legal requirements. This helps in identifying the basic requirements that make a candidate eligible for a particular post.
Identifying KSAs: The process also helps managers in determining Key Success Areas or Key Performance Areas. These are performance measurement tools that are used by companies around the world to measure those aspects that determine success of a job such as organizational goals, individual goals and the actions required to achieve these goals. This is about comparing the actual results delivered by an individual with pre-set success factors and analyzing the performance. Once through, the whole process may require few changes if achieved results are around the set standards. They may require a complete change if there is a huge gap between the expected and delivered results.
Therefore, a thorough and unbiased job analysis process can help organizations source right candidates, hire the most suitable individual and set appropriate selection standards.
Source: managementstudyguide.com
Follow