What is the relationship among job analysis, human resource planning, recruitment and selection?

Job analysis refers to the overall analysis of the job, so as to determine the 6w 1h of each job: who, what, when, where, how, why and for whom. The result or direct result of the analysis is the job description. Job description is a file that records the results of job analysis. It records the responsibilities, authority, work content, qualifications and other information of the analyzed position in written form for managers to use. Job analysis is the foundation of modern human resource management. Only on the basis of objective and accurate job analysis can we further establish a scientific recruitment, training, performance appraisal and salary management system.

1. In the rapidly changing working environment, an appropriate job analysis system is very important. New jobs are constantly being created and old jobs must be redesigned. Reference to the job analysis of several years ago may lead to inaccurate data. But importantly, job analysis can help organizations realize the fact that the environment is changing. As the figure shows, the data from job analysis actually has an impact on every aspect of human resource management. The main function of job analysis data is in human resource planning. It is not enough to realize that a company will need 1000 new employees to produce products or provide services to meet sales demand. We should also know that every job requires different knowledge, skills and abilities. Obviously, an effective human resources plan must take these job requirements into account.

2. If the recruiter doesn't know the necessary qualifications for a job, then it will be aimless to recruit and select employees. Without timely job descriptions and job specifications, and without clear guiding documents, the results will be very bad.

3. The information in the job description is usually very useful to determine the needs of human resources development. If the job description points out that a job requires special knowledge, skills or abilities, and the people in this position do not have the required conditions, then training and development may be necessary. This kind of training should be aimed at helping employees perform the duties specified in the existing job description and preparing them for promotion to higher positions.