Job Analysis is a process to identify and determine the particular job duties and requirements along with the relative importance of those duties for a given job. It is the analysis conducted of the job and not the person. Therefore, the product of the analysis is a description or specifications of the job, not of the person. The purpose of job analysis is to establish and document the ‘job relatedness’ of employment procedures such as training, selection, compensation, and performance appraisal.
On the contrary, Job Evaluation is an assessment of the relative worth of various jobs on the basis of a consistent set of job and personal factors, such as qualifications and skills required.
The objective of Job Evaluation is to determine which jobs should get more pay than others. It forms the basis for wage and salary negotiations. An effective Job Evaluation helps the organization to grow efficiently. Understanding the benefits of a job review to the company can help managers better prepare for, and execute, their employee evaluations.
It enables management to determine the kind of personnel required for a job and the number of persons to be employed. Job analysis and evaluation is such an important activity of the HR department of every business organization, that it is called the building block of everything the personnel department does. This statement refers to the fact that almost every human resource programme requires some type of information that comes from either Job Analysis or Job Evaluation, e.g. recruitment & selection, performance appraisal, training & development, job evaluation, career planning, job redesign and human resource planning.
Finally, it is worth concluding by reiterating the fact that Job Analysis, and Job Evaluation are interrelated and that they have great implications to business organizations and therefore must be undertaken with maximum seriousness in order to reap the best results from them.