job analysis and design chapter 2 1. job analysis and design importance: 1.job design can impact...

JOB ANALYSIS AND DESIGN

Chapter 2

1

JOB ANALYSIS AND DESIGNIMPORTANCE:1. Job design can impact

employee performance2. Affect job satisfaction3. Help reduce turnover and

absenteeism4. Affect worker both physically

and mentally

2

JOB

•JOB – grouping of similar positions•POSITION – collection of task, duties

and responsibilities performed by a single person.

•TASK – composed of motions and distinct identifiable work activity

•DUTY - composed of task in a larger work segment performed by individual

•RESPONSIBILITIES – obligation to perform certain task and duties.

3

JOB DESIGNAn approach that specifies the tasks that

constitute a job for an individual or a group.

Objective: develop requirements of the organizational and the technology that satisfy the personal and individual requirements of the jobholder.

4

JOB DESIGNDesign aspect: 1. Job specialization and

enrichment2. Psychological component3. Ergonomics and work

methods4. Motivation and incentive

systems

5

JOB DESIGN1. Job specialization and enrichment

▫ Specialization - Concentration on one particular type of work

▫ Job enlargement – grouping variety of work of the same skill level

▫ Job enrichment – vertical responsibility; giving more responsibility includes planning and control

2. Psychological component▫ The objective is to improve quality of life, job

satisfaction and motivation of employee (reasonable job, training, opportunity to learn, minimal decision making, social support and recognition, social life, desirable future etc)

6

JOB DESIGN1. Job specialization and enrichment2. Psychological component3. Ergonomics and work methods

▫ Ergonomics: Study of the relationship between people and their working conditions, specially machines the use

▫ Use of machines to reduce stress and fatigue ▫ Work method: better way to accomplish task

4. Motivation and incentive systems▫ Money the most powerful motivator▫ Bonuses: cash, stock options usually for

executives▫ Gain sharing: reward given if organization gain

profit▫ Incentive system: reward based production

above standard

7

WORK SCHEDULE1. Flex-Time – varying work hours, or

schedule.2. Compressed workweeks – performing

one week’s work in less that five days.3. Part-time employment

▫ Permanent part time▫ Job sharing ▫ Work sharing▫ Temporary part time

8

JOB ANALYSISA systematic investigation of the task,

duties, and responsibilities required in a job, and the necessary skills, knowledge and abilities someone needs to perform the job adequately.

9

JOB ANALYSIS

10

USES OF JOB ANALYSIS:1. Job definition2. Job redesign3. Recruitment4. Selection and placement5. Orientation6. Training7. Career counseling8. Employee safety9. Performance appraisal10.Compensation

PROCESS OF JOB ANALYSISPhase I. Determining the scope of the

project

Phase II. Deciding on what method/s of job analysis to adopt.

Phases III. Actual collection and analysis of data

Phases IV. Assessing job analysis methods

11

TYPES OF JOB DATA•Job Data - subject to collection

efforts.•Classification:1. Behavioral description

▫ Job oriented activities▫ Work oriented activities

2. Ability requirement▫ Perceptual speed, ability▫ Numerical aptitude

3. Job characteristics4. Equipment information

12

SOURCES OF JOB DATA

•Internal source

•External source

13

METHODS OF GATHERING INFORMATION

•Observation•Interview•Questionnaire

14

PRODUCTS OF JOB ANALYSIS

•Job Description▫Job title▫Duties to perform▫Characteristic of the job▫Environmental condition

•Job Specification▫Physique, attainment, general intelligence,

interest, disposition, special circumstances

•Job Evaluation

15

SEATWORK and ASSIGNMENT

•Seatwork: Group of 5 – The New Job Analyst.

•Assignment: Prepare the job specification of the position you are holding in the company (HRM organizational chart)

16