Job analysis helps to prepare sound human resource practice and policies. Because job analysis provides a deeper understanding of the behavioral requirements of the job, it plays a vital role in the defense of employment practices. Following are the main importance and uses of job analysis:
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1. HR Planning
Job analysis provides useful information for human resource planning. It is the foundation for forecasting demand for and supply of human resources in an organization. It is also necessary for preparing HR inventory and HR information system in the organization.

2. Recruitment And Selection
Job analysis provides necessary information for conducting recruitment and selection of employees in the organization. Recruitment generates a pool of candidates who are willing to perform in the organization, whereas selection selects the best suited candidate out of the available candidates who are supposed to perform well in the organization.

3. Training And Development
Up-to-date description and specification statements help to ensure the requirement of training and development needs in the organization. By comparing knowledge and skill of current employees with the expected level of performance, the need of training and development requirement can be assessed.

4. Compensation Management
Job analysis provides necessary information for managing compensation of employees. It helps to rank the job in order to determine pay surveys. Hence, it helps in compensation decisions.

5. Performance Appraisal
Job analysis helps to appraise the performance of employees by providing clear cut standards of performance for each job. It compares each employee's actual performance with the predetermined standards.

6. Information Of Duties
Job analysis provides valuable information regarding the duties and