When Job analysis is performed?

Job analysis is conducted under following situations.
•  When the organization is founded
When organizations are created complete information about jobs to be performed is collected through job
analysis.
•  When new jobs are created
When jobs are changed significantly as a result of new technologies, methods, procedures, or systems for
analyzing them job analysis is conducted.

VI.  Uses of Job Analysis Information
1. Recruitment and Selection – Job descriptions and job specifications are formed from the information
gathered from a job analysis, which help management decide what sort of people to recruit and hire.
2. Compensation – The estimated value and the appropriate compensation for  each job is determined
from the information gathered from a job analysis.
3. Performance Appraisal – Managers use job analysis to determine a job’s specific activities and
performance standards.
4. Training – Based on the job analysis, the job description should show the job’s required activities and
skills.
5. Discovering Unassigned Duties – Job analysis can help reveal unassigned duties.
6. EEO Compliance – The Uniform Guidelines on Employee Selection stipulate that job analysis is a
crucial step in validating all major personnel activities.