Job analysis is an essential ingredient of kind personnel Management. It is major input to forecasting human resource requirements, job modification, job evaluation, determination of proper compensation and writing of job descriptions. The fundamental importance to manpower management programmes. The information provided by Job analysis is useful, in almost every phase of employee relations.

(1) Organisation and Manpower planning:-

Job analysis defines labour needs in concrete terms, coordinates activities of work force, and clearly divides duties and responsibilities.

(2) Recruitment, Selection:-

By indicating specific requirement of each job (ie, Skills and knowledge), it provides basis for hiring, training, placement, transfer and promotion of personnel. The goal is to match job requirement with a workers aptitude, abilities & interests.

(3) Wages and Salary: Administration:-

Job Analysis helps in salary and wages administration by indicating qualifications required for doing a specified job & risks and hazards involved in its performance.

(4) Job Re-engineering:-

It provides information which enables us to change jobs in order to permit their being manner by personnel with specific characteristic & qualification. This takes two forms:-

(a) Industrial engineering activity:-

Which is concerned with operational analysis, motion study, work simplification methods and improvements in place of work and its measurement & aims at improving efficiency, reducing unit Labour costs and establishing the production standard which the employee is expected to meet.

(b) Human engineering activity:-

Which takes into consideration human, both physical and psychological, & prepares increased efficiency & better productivity.

(5) Employee Training and Management Development:-

It provides the necessary information to the management of training & development programmes. It helps it to determine the content and subject matter of in-training courses. It also helps in checking application information, interviewing, weighing test results & in checking references.

(6) Performance Appraisal:-

It helps in establishing clear-cut standards which can be compared with actual contribution of each individual.

(7) Health and Safety:-

It provides an opportunity for identifying difficult conditions & unhealthy environmental factors so that corrective measures may be taken to minimise and avoid the possibility of accident.

This, it is systematic procedure for securing and reporting information which defines a specific job. It determines the qualifications required for a job, provides guidance in recruitment & selection, evaluates current employees for transfer or promotion, and establish requirement for training programmes.