This video provides highlights of the benefits and uses of a job analysis. To recap a few points:

A job analysis consists of a thorough analysis of the job duties and knowledge, skills, abilities, and personal characteristics (KSAs) required for success in a certain position. However, a job analysis often takes a substantial amount of time and effort. So why should an organization consider performing a job analysis.

The primary reason an organization will perform a job analysis is to ensure the selection procedures they use to choose between job applicants are valid and defensible. Practically speaking, a valid selection procedure is one that accurately measures the actual requirements of the job in a fair and reliable way. A valid selection procedure should measure only knowledge, skills, abilities, and personal characteristics that the job analysis has identified as being required to perform important and/or critical job duties. Essentially, a valid selection procedure should only measure the qualifications that are really needed for the job.

There are several compelling benefits to performing a job analysis:

• Workforce planning-- An effective job analysis can work in tandem with an organization's future-casting. By identifying the duties, knowledge, skills and abilities (KSAs) for various job titles, HR professionals can match the needs of their organization with the talent of their current and future workforce.
• Succession planning-- A strategy of workforce planning, HR professionals can use job analysis results to help fill key roles within their organization, now and in the future.
• Training-- By basing training procedures on the findings of a job analysis, organizations are better equipped to identify the gaps or distances between the current workforce or a newly-hired workforce and the KSAs needed the first day of the job. HR professionals can consequently create job-specific or group/employee-specific training procedures.
• Employee development-- Using the results of a job analysis, organizations may identify any gaps on an individual level and assist employees with their career management.
• Compensation-- With an effective job analysis, organizations can ensure that job titles requiring similar duties and KSAs are being compensated similarly.
• Performance appraisals-- The results of a job analysis can allow an organization to develop an employee according to the specific needs of their job title. Additionally, organizations may also use the results of a job analysis to groom employees for promotion by training in areas that will contribute to a future position.

For those of you in HR roles, how well would you say your HR organization utilizes job analysis?

Please respond with 200-300 word minimum response.