With Paula Kyabagu Mukama (PhD)
JOB analysis is the ideal tool to establish the required attitudes, behaviours and competencies that is essential for the successful and safe completion of the job.
It focuses on knowing the component of a workerâ€™s job; the study of what he/she does every day or what he/she should be doing and not being done or done in the right manner.
It is the breakdown of work or job to know what it contains and making an informed conclusion, generalisation or decision on the work thus breakdown for the benefit of both parties, the worker and the organisation.
Most times, workers are confused as to the roles they are to play and this usually leads to role clash or conflict. If this is not handled well, it could jeopardise the goals the organisation wants to achieve.
The fact is that every worker will tend to perform better if they know what they are suppose to do, how to go about it (if not well experienced) and the result they are expected to achieve.
Many organisations still feel there is need to study, the nature of each worker's job, know what he/she does and devise means of getting him/her do the job in a more effective and efficient way.
The end result of job analysis is effectiveness and efficiency, that is, doing the right thing and doing it rightly respectively. The underlying motive at the long-run is increase in companyâ€™s profitability, productivity and sustainability.
Job analysis is not an end in itself because the work has to be restructured after the analysis. It is always good and more effective to carry the worker whose job is being studied along in the process to make change easier and avoid future resistance.
Job analysis should be a continuous exercise in an organisation and the cost of it should not hold the organisation back from carrying out other activities if they are to achieve their goals and build in-formidable workers who will be ready to do anything for their dear company.
Understanding job analysis