JOB ANALYSIS AND JOB DESIGN

WEEK 3

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Definition of Job Analysis, Job and Position

Job analysis – systematic process of determining the skills, duties and knowledge required for performing jobs in an organization

Job – consists of a group of tasks that must be performed for an organization to achieve its goals

Position – collection of tasks and responsibilities performed by one person

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Example

In a work group consisting of a supervisor, two senior clerks and four word processing operators….how many jobs and positions?

Three jobs and seven positions

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WHEN IS IT PERFORMED?

1. When the organization is founded and a job analysis program is initiated for the first time

2. When new jobs are created

3. When jobs are changed significantly as a result of new technologies, methods, procedures or systems

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JOB ANALYSIS SUMMARY

Duties Responsibilities Relationship to other jobs Knowledge Skills Working conditions

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IMPORTANCE OF JOB ANALYSIS

1. Staffing

2. Training and Development

3. Compensation and Benefits

4. Safety and Health

5. Employee and Labor Relations

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IMPORTANCE OF JOB ANALYSIS

6. Legal Considerations

7. Job Analysis for Teams

8. Discovering Unassigned Duties

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TYPES OF JOB ANALYSIS INFORMATION

Work activities Worker-oriented activities Machines, tools, equipment and work aids used Job-related tangibles and intangibles Work performance Job content Personal requirements for the job

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PEOPLE WHO PARTICIPATE IN JOB ANALYSIS SHOULD INCLUDE

(AT A MINIMUM)

Employee Employee’s immediate supervisor Job analyst Consultants

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METHODS OF COLLECTING JOB ANALYSIS INFORMATIONS

1. Questionnaires2. Observation3. Interviews4. Employee Recording5. Others – Combination of all methods

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What is Job Design?

Process of determining the specific tasks to be performed, methods used in performing these tasks, and how the job relates to other work in the organization

Process of defining how work will be performed and what tasks will be required in a given job

Emphasized in making jobs more efficient and more motivating

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APPROACHES TO JOB DESIGN

JOB

Design for Efficiency(Industrial Engineering

Design for Motivation•Job enlargement•Job enrichment•Teamwork•Flexibility

Design for Mental Capacity•Filtering information•Clear displays and instructions•Memory aids

Design for Safety and Health(Ergonomics)

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Design for Efficiency

Industrial engineering looks for the simplest way to structure work in order to maximize efficiency.

Most organizations combine industrial engineering with other approaches to job design.

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Characteristics of a Motivating Job

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Designing Jobs That Motivate

A pure focus on efficiency will not achieve human resource objectives.

Job design should take into account factors that make jobs motivating to employees.

Job Characteristic Model describes jobs in terms of five characteristics: Skill variety Task identity Task significance Autonomy Feedback

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Self managing work teams have authority for an entire work process or segment.

Flexible work schedules offer alternatives to the 8-5 work job. Flextime Job sharing Compressed workweek Telework

Designing Jobs That Motivate

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Designing Jobs That Motivate

Job enlargement refers to broadening the types of tasks performed.

Job rotation does not actually redesign the jobs, but moves employees among several different jobs.

Job enrichment is empowering employees by adding decision-making authority to their jobs. It comes from the work of Frederick Herzberg.

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Designing Jobs That Motivate

The study of the interface between individual’s physiology and the characteristics of the physical environment is called ergonomics. Goal is to minimize physical strain on the

workers by structuring the physical work environment around the way the human body works

2001 OSHA regulations

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Designing Jobs That Meet Mental Capabilities and Limitations

Just like the body, the mind too has capabilities and limitations.

There are several ways to simplify a job’s mental demands:

Limit the amount of information and memorization the job requires

Provide adequate lighting

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Designing Jobs That Meet Mental Capabilities and Limitations

Provide easy-to-understand gauges and displays Provide simple-to-operate equipment Provide clear instructions

A recent source of job complexity is the flood of e-mails received.

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What is Job Enrichment?

Basic changes in the content and level of responsibility of a job, so as to provide greater challenge to the worker

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What is Job Enlargement?

Changes in the scope of a job to provide greater variety to the worker

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JOB DESCRIPTION

Provides information regarding the essential tasks, duties and responsibilities of the job

Items included in job description:Major duties performedPercentage of time devoted to each

duty

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JOB DESCRIPTION

Performance standards to be achieved Working conditions and possible hazards Number of employees performing the jobs

and to whom they report The machines and equipment used on the

job

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JOB DESCRIPTION

Job Identification Date of the Job Analysis Job Summary Duties Performed Job Specification

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Sample Job Description

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JOB SPECIFICATION

A document that outlines the minimum acceptable qualifications a person should possess to perform a particular job

Included: educational requirements, experience, personality traits and physical abilities

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Sample Job Specifications

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Thoughts of the day

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