Job Analysis

hi i would like to know that if an organisation conducts job analysis and the employees feel that they might loose their job, how can one convice the employees about the benefits and what would be the appropriate action to be taken.

I do not know what is the size of your organisation as that determines the mode of communication. However you need to be transparent and put the employees on notice of the reasons and objectives of undertaking the job analysis to avoid any misgivings in their minds. Few steps in this direction are :
1) Assure them that the the object is not reorganisation of the structure or to find any surplus staff.
2) the object is to develop an effective skill and knowledge profile for each job so that it help the company identify skills gap in the existing employees and accordingly to train them to fill that gap.
3) It also helps the company to dvelop aproper compensation model for each job.
You can list all positive aspects of this poperation and apprise the employees.
B.Saikumar
HR v& Labour law Advisor
Mumbai

In a company that I worked for the company explained it's policy of no compulsory redundancy or layoff, when it wanted to bring in changes. It also said that it will not reduce anyone's pay due to restructure after evaluation.

Prior to doing anythng - it is essential to communicate to the employees the real purpose of the action and assure them of the Co's motives and intentions. You see leaving employees guessing or not knowing what is the purpose of this action - is a real 'no no' because uncertainty and not-knowing are one of the causes of attrition. The Co's intentions maybe genuine but without transparency and proper communication the whole purpose may get lost.