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Job Analysis and DesignJob Analysis and Design

C H A P T E R

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Job AnalysisJob Analysis

• Systematic study of a job to discover its specifications and skill requirements

• Used for: – Wage-setting, recruitment, training, or job-

simplification

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Job Analysis TerminologyJob Analysis Terminology

• Job– Group of related activities and duties– May be held by one or several employees

• Position– Collection of tasks and responsibilities

performed by an individual

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HR Activities Relying on Job AnalysisHR Activities Relying on Job Analysis

Improve productivity

Avoid discrimination in employment

Person-job matching

Planning

Training

Compensation

Quality of work life

Performance standards

Re-design of jobs

Performance appraisal

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Steps in Job AnalysisSteps in Job Analysis

Phase 2

Phase 3

• Collection of Job Analysis Information

• Use of Job Analysis Information

Phase 1 • Preparation for Job Analysis

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Job Analysis ProcessJob Analysis Process

1. Familiarize with the organization and its job

2. Determine uses of job analysis information

3. Identify jobs to be analyzed

4. Sources of job data (Human and nonhuman)

5. Data collection instrument design (Schedules)

6. Choice of method for data collection

– Interviews, questionnaires, EE log, Observation, Combination

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Job AnalysisInformation

Job Performance

Standards

Job Design

JobDescriptions &Specifications

Using Job Analysis InformationUsing Job Analysis Information

HR Systems &Change

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Job DescriptionJob Description

• List of tasks, accountabilities, and basically what gets done in that job. For example:

– Job title, location, pay grade– Job summary and duties e.g. what the job is

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Job Descriptions vs. SpecificationsJob Descriptions vs. Specifications

Defines what the job does

Describes what the job demands of employees and the human factors required

Job Description Job Specification

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Job SpecificationJob Specification

• What a job demands of jobholders and the KSAO’s required to do the job

• Could include tools, actions, experiences, education and training

• Competency approach - growing in popularity

– Competency: knowledge, skills, ability, or characteristic associated with superior job performance

– Competency model (framework): describes a group of competencies required in a particular job

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Job Performance StandardsJob Performance Standards

• The level of performance expected– Objectives or targets for employee efforts– Criteria for measuring job success

• Sources of standards– Job analysis information– Alternative sources e.g. industry standards

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Key Considerations in Job DesignKey Considerations in Job Design

Job Design

Organizationalconsiderations

Employeeconsiderations

Environmentalconsiderations

Ergonomicconsiderations

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Organizational ConsiderationsOrganizational Considerations

• Efficiency– Achieving maximal output with minimal input– Scientific management & industrial engineering

principles– Stresses efficiency in effort, time, labour costs,

training, and employee learning time

• Workflow– Sequence of and balance between jobs in an

organization needed to produce the firm’s goods or services

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Ergonomic ConsiderationsErgonomic Considerations

• Physical relationship between the work & worker

• Multi-disciplinary– Anatomy, physiology, psychology, sociology, physics,

and engineering

• Fitting the task to the worker rather than forcing employees to adapt to the task

• Can lead to significant improvements:– Efficiency and productivity– Workplace safety

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What do Our EE’s want?What do Our EE’s want?

Variety

Task Identity

• Opportunity to use different skills or perform different activities

• Feeling of responsibility or pride from doing an entire piece of work

Autonomy

• Information that helps evaluate success or failure

• Having control over one’s work & response to work environment

Feedback

Task Significance

• Knowing that one’s work is important

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Increase the Quality of Work LifeIncrease the Quality of Work Life

• Job Rotation

• Job Enlargement

• Job Enrichment

• Employee Involvement and Work Teams

• Use of Job Families in HR Decisions

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Environmental ConsiderationsEnvironmental Considerations

• Worker Availability– Abilities/availability of people to do the work

• Social Expectations– Expectations of larger society and workers

• Work Practices– Set ways of performing work

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Meeting Job Analysis ChallengesMeeting Job Analysis Challenges

• Adopt a future-oriented style when describing job activities and specifications

• Use of competency approach to shift focus on developing broader skills

• Still relevant for legal compliance and defensibility

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Job Analysis and DesignJob Analysis and Design

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