Another form of job analysis technique is job rewards analysis, which identifies the intrinsic and extrinsic rewards of a job. This method is frequently used to better match people with various occupations and to improve the recruitment process, such as when a recruiter may make a job more interesting to candidates.
Compensation decisions:
Job analysis has two significant applications in terms of employee compensation practices: It defines job content parallels and contrasts, as well as the internal equity and relative merit of similar tasks. If the content of the jobs is equal, the remuneration will most likely be equal.
Examine the job specifications.
Examine job descriptions that are comparable.
Determine the job's desired outcomes.
Examine the efficiency of the job.
Determine the necessary skills and training.
Define the pay scales.
Maintain the job's evolution.
Employees receive products and experiences for reaching goals, turning in great work, being a team player, or any other recognition criteria that a management establishes. There are both monetary and non-monetary rewards available.
Job analysis is used to determine and document the 'job relatedness' of employment activities such training, selection, remuneration, and performance appraisal.
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