A job analysis involves keen scrutiny of occupation in terms of responsibilities and qualifications. It involves an analysis of the knowledge, skills, abilities as well as personal characteristics that are required for the position. Job analysis helps the Human Resource department to identify duties for different job titles. The results of job analysis can be used to identify the gaps in the workforce hence influencing training procedures.
One of the main duties of a salesperson is to help customers in selecting products by escorting them to the racks and counters where the products are displayed. They offer assistance to customers and help in giving information about the product with the aim of influencing the customer’s decision to purchase it.
It is their responsibility to build customer confidence through suggestions and opinions that will lead the customer to purchase a product. With this in mind, a sales manager can easily have grounds for a job analysis. The above job requirements will guide the sales manager to scrutinize the effectiveness of a salesperson in meeting his or her obligations.
Information on a job analysis is gathered through observation as well as research on the outcome of the work that has been already performed. In addition, the information can be established by weighing how a job category contributes to the organizational goals. Job analysis results are utilized in various ways.
One of the main reasons for a job analysis is to help the HR department in assigning duties. In addition, a job analysis also helps in ensuring that employees are in the job categories that fit them. Through this process, salaries are also determined depending on the job description and value to the organizational goals.