job analysis & job design

44
JOB ANALYSIS & JOB ANALYSIS & JOB DESIGN JOB DESIGN

Upload: suresh-krishnan

Post on 05-Mar-2015

122 views

Category:

Documents


4 download

TRANSCRIPT

Page 1: Job Analysis & Job Design

JOB ANALYSIS & JOB ANALYSIS & JOB DESIGNJOB DESIGN

Page 2: Job Analysis & Job Design

Job AnalysisJob AnalysisGoal: Match Person & JobGoal: Match Person & JobDefinitionsDefinitionsFormat of a Job DescriptionFormat of a Job DescriptionFormat of a Task StatementFormat of a Task StatementJob Analysis ProcessJob Analysis ProcessNew Views of Job AnalysisNew Views of Job Analysis

2

Page 3: Job Analysis & Job Design

Goal: Match Person & JobGoal: Match Person & Job

Need information about the Need information about the PersonPerson & about the & about the JobJob

Person

KSAsTalents & Interests

Motivation

Job

Tasks & DutiesRewards

Job Outcomes

PerformanceSatisfaction

3

Page 4: Job Analysis & Job Design

DefinitionsDefinitionsJob AnalysisJob Analysis: : the process of collecting & the process of collecting &

analyzing information about jobs to write:analyzing information about jobs to write:Job DescriptionJob Description: : a document that identifies the a document that identifies the

tasks & duties performed by a jobtasks & duties performed by a jobJob SpecificationJob Specification: : a document that identifies the a document that identifies the

qualifications required by a jobqualifications required by a jobMost organizations combine the Job Most organizations combine the Job

Description & the Job Specification into a Description & the Job Specification into a single document for each jobsingle document for each jobUsually simply called a “Job Description”Usually simply called a “Job Description”

4

Page 5: Job Analysis & Job Design

Definitions (more)Definitions (more)TaskTask: : a unit of work activity performed by a unit of work activity performed by

a worker within a limited time perioda worker within a limited time periodDutyDuty: : several related tasks that are several related tasks that are

performed by a workerperformed by a workerPositionPosition: : the set of all tasks & duties the set of all tasks & duties

performed by a workerperformed by a workerJobJob: : a group of identical positionsa group of identical positions

5

Page 6: Job Analysis & Job Design

Format of a Job DescriptionFormat of a Job Description

Example: Example: http://krypton.http://krypton.mnsumnsu..eduedu/~/~schumannschumann/www/teach/sample_job_/www/teach/sample_job_descripdescrip..pdfpdf

Common ElementsCommon ElementsJob TitleJob TitleJob SummaryJob SummaryTasks & DutiesTasks & Duties

““Task Statements”Task Statements”

QualificationsQualificationsOther informationOther information

Restaurant Manager Job Summary:

Plan, organize, direct, and coordinate the workers and resources of the restaurant for the efficient, well-prepared, and profitable service of food and beverages.

Tasks and Duties:

1. Work with chefs and other personnel to plan menus that are flavorful and popular with customers. Work with chefs for efficient provisioning and purchasing of supplies. Estimate food and beverage costs. Supervise portion control and quantities of preparation to minimize waste. Perform frequent checks to ensure consistent high quality of preparation and service.

2. Supervise operation of bar to maximize profitability, minimize legal liability, and conform to alcoholic beverage regulations.

3. Work with other management personnel to plan marketing, advertising, and any special restaurant functions.

4. Direct hiring, training, and scheduling of food service personnel.

5. Investigate and resolve complaints concerning food quality and service.

6. Enforce sanitary practices for food handling, general cleanliness, and maintenance of kitchen and dining areas.

7. Comply with all health and safety regulations.

8. Review and monitor, with bookkeeper or other financial personnel, expenditures to ensure that they conform to budget limitations. Work to improve performance.

9. Perform other duties as assigned by management.

Qualifications:

1. Bachelor of Science degree in hotel/restaurant management is desirable. A combination of practical experience and education will be considered as an alternate.

2. Good organizational skills for dealing with diverse duties and staff.

3. Pleasant, polite manner for dealing with public as well as staff.

Reports to: Department: Supervises: Division: Date: Approved: Source (revised from): http://www2.hrnext.com/Article.cfm/Nav/2.4.0.0.6719.0

6

Page 7: Job Analysis & Job Design

Format of a Task StatementFormat of a Task StatementFirst word or phrase (required): First word or phrase (required): Performs what Performs what

action? action? (Present-tense verb)(Present-tense verb)Example: “Supervise …”Example: “Supervise …”

Next word or phrase (required): Next word or phrase (required): To whom or what To whom or what is the action performed? is the action performed? (Object of the verb)(Object of the verb)Example: “… operation of bar …”Example: “… operation of bar …”

Next word or phrase (optional): Next word or phrase (optional): Additional Additional informationinformationExample: “… to maximize profitability, minimize legal Example: “… to maximize profitability, minimize legal

liability, and conform to alcoholic beverage regulations.”liability, and conform to alcoholic beverage regulations.”

7

Page 8: Job Analysis & Job Design

Format of a Task StatementFormat of a Task Statement

Example: Example: http://krypton.http://krypton.mnsumnsu..eduedu/~/~schumannschumann/www/teach/sample_job_/www/teach/sample_job_descripdescrip..pdfpdf

Each Task Statement is Each Task Statement is in the proper formatin the proper format

Optional: Put the Task Optional: Put the Task Statements in order of:Statements in order of:Task performanceTask performanceTask importanceTask importanceAmount of time spent on Amount of time spent on

each taskeach taskNo order, but group No order, but group

related tasksrelated tasks

Restaurant Manager Job Summary:

Plan, organize, direct, and coordinate the workers and resources of the restaurant for the efficient, well-prepared, and profitable service of food and beverages.

Tasks and Duties:

1. Work with chefs and other personnel to plan menus that are flavorful and popular with customers. Work with chefs for efficient provisioning and purchasing of supplies. Estimate food and beverage costs. Supervise portion control and quantities of preparation to minimize waste. Perform frequent checks to ensure consistent high quality of preparation and service.

2. Supervise operation of bar to maximize profitability, minimize legal liability, and conform to alcoholic beverage regulations.

3. Work with other management personnel to plan marketing, advertising, and any special restaurant functions.

4. Direct hiring, training, and scheduling of food service personnel.

5. Investigate and resolve complaints concerning food quality and service.

6. Enforce sanitary practices for food handling, general cleanliness, and maintenance of kitchen and dining areas.

7. Comply with all health and safety regulations.

8. Review and monitor, with bookkeeper or other financial personnel, expenditures to ensure that they conform to budget limitations. Work to improve performance.

9. Perform other duties as assigned by management.

Qualifications:

1. Bachelor of Science degree in hotel/restaurant management is desirable. A combination of practical experience and education will be considered as an alternate.

2. Good organizational skills for dealing with diverse duties and staff.

3. Pleasant, polite manner for dealing with public as well as staff.

Reports to: Department: Supervises: Division: Date: Approved: Source (revised from): http://www2.hrnext.com/Article.cfm/Nav/2.4.0.0.6719.0

8

Page 9: Job Analysis & Job Design

Job Analysis ProcessJob Analysis Process

Source: Fisher, Schoenfeldt, & Shaw (2006), Source: Fisher, Schoenfeldt, & Shaw (2006), Figure 4.1, p. 141Figure 4.1, p. 141

9

Page 10: Job Analysis & Job Design

Phase 1: Scope of the ProjectPhase 1: Scope of the ProjectDecide purposes of the job analysis projectDecide purposes of the job analysis project

How do you want to use the Job Descriptions?How do you want to use the Job Descriptions?Job designJob designRecruitingRecruitingSelectionSelectionPerformance appraisalPerformance appraisalTrainingTrainingCompensationCompensation

Decide which jobs to include in the job Decide which jobs to include in the job analysis projectanalysis project

10

Page 11: Job Analysis & Job Design

Phase 2: Methods of Job AnalysisPhase 2: Methods of Job AnalysisDecide what data (information) is neededDecide what data (information) is needed

At a minimum, for each job being analyzed, we At a minimum, for each job being analyzed, we need data on:need data on:Tasks & duties performed on the jobTasks & duties performed on the jobQualifications required by the jobQualifications required by the job

Identify sources of job dataIdentify sources of job dataJob incumbents: observation, interview, Job incumbents: observation, interview,

questionnairequestionnaireSupervisor of job: interview, questionnaireSupervisor of job: interview, questionnaireOther sourcesOther sources

11

Page 12: Job Analysis & Job Design

Phase 2: Methods (more)Phase 2: Methods (more)Select specific procedures of job analysisSelect specific procedures of job analysis

Narrative Job DescriptionsNarrative Job DescriptionsSimplest method of job analysisSimplest method of job analysisCollect qualitative data (no numbers)Collect qualitative data (no numbers)

Engineering approaches: micro-motion studies Engineering approaches: micro-motion studies (time & motion studies)(time & motion studies)Measure body motions involved in performing the Measure body motions involved in performing the

jobjob

12

Page 13: Job Analysis & Job Design

Phase 2: Methods (more)Phase 2: Methods (more) Select specific procedures of job analysis Select specific procedures of job analysis

(more)(more)Structured Job Analysis ProceduresStructured Job Analysis Procedures

Functional Job Analysis (FJA): adds to the Job Functional Job Analysis (FJA): adds to the Job Description 7 scales (numbers) that measure:Description 7 scales (numbers) that measure:

3 worker-function scales: % of time spent with:3 worker-function scales: % of time spent with: DataData PeoplePeople ThingsThings

1 worker-instruction scale1 worker-instruction scale 3 scales that measure the general educational requirements: 3 scales that measure the general educational requirements:

reasoning, mathematics, & languagereasoning, mathematics, & language

13

Page 14: Job Analysis & Job Design

Phase 2: Methods (more)Phase 2: Methods (more)Structured Job Analysis Procedures (more)Structured Job Analysis Procedures (more)

Position Analysis Questionnaire (PAQ)Position Analysis Questionnaire (PAQ)Standardized questionnaireStandardized questionnaireQuestions focus on worker activities on the jobQuestions focus on worker activities on the jobFor non-managerial & non-professional jobsFor non-managerial & non-professional jobshttp://www.http://www.paqpaq.com/?.com/?FuseActionFuseAction=Main.=Main.PAQProgramPAQProgram

Professional and Managerial Position Questionnaire Professional and Managerial Position Questionnaire (PMPQ)(PMPQ)Standardized questionnaireStandardized questionnaireFor professional & managerial jobsFor professional & managerial jobshttp://www.paq2.com/http://www.paq2.com/pmpqmainpmpqmain.html.html

14

Page 15: Job Analysis & Job Design

Phase 2: Methods (more)Phase 2: Methods (more)Structured Job Analysis Procedures (more)Structured Job Analysis Procedures (more)

Task Inventory ProcedureTask Inventory ProcedureQuestionnaire with a master list of possible tasksQuestionnaire with a master list of possible tasksCheck-mark the tasks done by the jobCheck-mark the tasks done by the job

Other structured Job Analysis procedures:Other structured Job Analysis procedures:Critical Incidents TechniqueCritical Incidents TechniqueAbility Requirements ScalesAbility Requirements ScalesPersonality-Related Job Analysis ProceduresPersonality-Related Job Analysis ProceduresCognitive Task AnalysisCognitive Task Analysis

List of Job Analysis questionnaires with brief List of Job Analysis questionnaires with brief descriptions: descriptions: http://www.hr-guide.com/data/G012.http://www.hr-guide.com/data/G012.htmhtm

15

Page 16: Job Analysis & Job Design

Phase 3: Data Collection & AnalysisPhase 3: Data Collection & AnalysisCollect job dataCollect job data

Get the organization readyGet the organization readyReduce sources of biasReduce sources of biasConduct effective interviewsConduct effective interviews

Analyze the job dataAnalyze the job dataReport results to organizationReport results to organization

Write the job descriptionsWrite the job descriptionsPeriodically recheck the job dataPeriodically recheck the job data

Update & revise the job descriptions as neededUpdate & revise the job descriptions as needed

16

Page 17: Job Analysis & Job Design

Phase 4: AssessmentPhase 4: AssessmentEvaluate the Job Analysis projectEvaluate the Job Analysis project

Continuous improvement: learn from both Continuous improvement: learn from both successes & mistakes to continuously get bettersuccesses & mistakes to continuously get betterDid the project finish on-time and under-budget?Did the project finish on-time and under-budget?

If not, what went wrong? What would you do differently?If not, what went wrong? What would you do differently?

Did you collect the correct information?Did you collect the correct information?What additional information would you collect if you did the What additional information would you collect if you did the

project over?project over?What information would you not collect?What information would you not collect?

Are the Job Descriptions being used as intended?Are the Job Descriptions being used as intended? If not, what’s missing to make them useful?If not, what’s missing to make them useful?

17

Page 18: Job Analysis & Job Design

Job Analysis ProcessJob Analysis Process

Source: Fisher, Schoenfeldt, & Shaw (2006), Source: Fisher, Schoenfeldt, & Shaw (2006), Figure 4.1, p. 141Figure 4.1, p. 141

18

Page 19: Job Analysis & Job Design

New Views of Job AnalysisNew Views of Job AnalysisFuture-Oriented Strategic Job AnalysisFuture-Oriented Strategic Job Analysis

Identify the tasks, knowledge, skills, & abilities that Identify the tasks, knowledge, skills, & abilities that will be needed to perform a job in the futurewill be needed to perform a job in the future Instead of describing how a job is today, describe how it will Instead of describing how a job is today, describe how it will

be in the futurebe in the futureTypically uses experts to help make predictions of the futureTypically uses experts to help make predictions of the future

Competency ModelingCompetency ModelingIdentify the observable performance dimensions that Identify the observable performance dimensions that

differentiate effective from ineffective employeesdifferentiate effective from ineffective employeesDefine the job’s critical success factors, which should be tied Define the job’s critical success factors, which should be tied

to the organization’s objectives and strategyto the organization’s objectives and strategy

19

Page 20: Job Analysis & Job Design

Example of a Job DescriptionExample of a Job Description

Example of a Narrative Example of a Narrative Job Description: Job Description: http://krypton.http://krypton.mnsumnsu..eduedu/~/~schumannschumann/www/teach/sample_job_/www/teach/sample_job_descripdescrip..pdfpdf

How could it be used for:How could it be used for:Job design?Job design?Recruiting?Recruiting?Selection?Selection?Performance appraisal?Performance appraisal?Training?Training?Compensation?Compensation?

Restaurant Manager Job Summary:

Plan, organize, direct, and coordinate the workers and resources of the restaurant for the efficient, well-prepared, and profitable service of food and beverages.

Tasks and Duties:

1. Work with chefs and other personnel to plan menus that are flavorful and popular with customers. Work with chefs for efficient provisioning and purchasing of supplies. Estimate food and beverage costs. Supervise portion control and quantities of preparation to minimize waste. Perform frequent checks to ensure consistent high quality of preparation and service.

2. Supervise operation of bar to maximize profitability, minimize legal liability, and conform to alcoholic beverage regulations.

3. Work with other management personnel to plan marketing, advertising, and any special restaurant functions.

4. Direct hiring, training, and scheduling of food service personnel.

5. Investigate and resolve complaints concerning food quality and service.

6. Enforce sanitary practices for food handling, general cleanliness, and maintenance of kitchen and dining areas.

7. Comply with all health and safety regulations.

8. Review and monitor, with bookkeeper or other financial personnel, expenditures to ensure that they conform to budget limitations. Work to improve performance.

9. Perform other duties as assigned by management.

Qualifications:

1. Bachelor of Science degree in hotel/restaurant management is desirable. A combination of practical experience and education will be considered as an alternate.

2. Good organizational skills for dealing with diverse duties and staff.

3. Pleasant, polite manner for dealing with public as well as staff.

Reports to: Department: Supervises: Division: Date: Approved: Source (revised from): http://www2.hrnext.com/Article.cfm/Nav/2.4.0.0.6719.0

20

Page 21: Job Analysis & Job Design

OutlineOutlineGoal: Match Person & JobGoal: Match Person & JobDefinitionsDefinitionsFormat of a Job DescriptionFormat of a Job DescriptionFormat of a Task StatementFormat of a Task StatementJob Analysis ProcessJob Analysis ProcessNew Views of Job AnalysisNew Views of Job Analysis

21

Page 22: Job Analysis & Job Design

Performing Job AnalysisPerforming Job Analysis

Select jobs to studySelect jobs to study Determine information to collect: tasks, Determine information to collect: tasks,

responsibilities, and skill requirementsresponsibilities, and skill requirements Identify sources of data: Employees, Identify sources of data: Employees,

supervisors/managerssupervisors/managers Methods of data collection: Interviews, Methods of data collection: Interviews,

questionnaires, observation, diaries, and recordsquestionnaires, observation, diaries, and records Evaluate and verify data collection: Other Evaluate and verify data collection: Other

employees, supervisors/managersemployees, supervisors/managers Write job analysis reportWrite job analysis report

Page 23: Job Analysis & Job Design

JOB DESIGNJOB DESIGN What employees actually do on the job, the What employees actually do on the job, the

design of their work, has great influence on their design of their work, has great influence on their productivity and level of satisfaction.productivity and level of satisfaction.

Def: Job Design is the process of deciding on Def: Job Design is the process of deciding on the content of a job in terms of its duties and the content of a job in terms of its duties and responsibilities; on the methods to be used in responsibilities; on the methods to be used in carrying out the job, in terms of techniques, carrying out the job, in terms of techniques, systems and procedures and on the systems and procedures and on the relationships that should exist between the job relationships that should exist between the job holder and the superiors, subordinates and holder and the superiors, subordinates and colleagues.colleagues.

Page 24: Job Analysis & Job Design

JOB DESIGNJOB DESIGN

Major Concern:Major Concern: Employee Productivity & Employee Productivity & SatisfactionSatisfaction

Purpose of Job Design:Purpose of Job Design: how the job is to be how the job is to be performed, who is to perform it, and where it is performed, who is to perform it, and where it is to be performed.to be performed.

Affect on Employee:Affect on Employee: How he feels about a Job. How he feels about a Job. Impact :Impact : Level of Authority- How much decision- Level of Authority- How much decision-

making the employee has and how make tasks making the employee has and how make tasks he/she has to complete and interpersonal he/she has to complete and interpersonal relationshipsrelationships

Page 25: Job Analysis & Job Design

GOALS OF JOB DESIGN;GOALS OF JOB DESIGN;

To Meet the organizational requirements To Meet the organizational requirements such as higher productivity, operational such as higher productivity, operational efficiency, quality of product/service etc efficiency, quality of product/service etc andand

To satisfy the needs of the individual To satisfy the needs of the individual employees like interests, challenges, employees like interests, challenges, achievement or accomplishment, etc.achievement or accomplishment, etc.

Integrate the needs of the individual with Integrate the needs of the individual with the organizational requirements.the organizational requirements.

Page 26: Job Analysis & Job Design

Approaches to Job DesignApproaches to Job Design

Engineering Approach: Engineering Approach: Human Approach: Human Approach: Job Characteristics Approach: Job Characteristics Approach:

Page 27: Job Analysis & Job Design
Page 28: Job Analysis & Job Design

Engineering Approach:Engineering Approach:

The work of every workman is fully planned out The work of every workman is fully planned out by the management in advance and each man by the management in advance and each man receives in most cases complete written receives in most cases complete written instructions, describing in detail the task which instructions, describing in detail the task which he/she has to accomplish-FW TAYLOR.he/she has to accomplish-FW TAYLOR.

Problem with this approach: Repetition-Problem with this approach: Repetition-Mechanical pacing-no end product-little socal Mechanical pacing-no end product-little socal interaction-no inputinteraction-no input

Page 29: Job Analysis & Job Design

Human Approach:Human Approach: The Human relations approach recognized the need to The Human relations approach recognized the need to

design jobs which are interesting and rewarding.design jobs which are interesting and rewarding. Herzberg’s research popularized the notion of enhancing Herzberg’s research popularized the notion of enhancing

need satisfaction through what is called need satisfaction through what is called job job enrichmentenrichment..

Factors involved:Factors involved: Motivators like achievement, recognition, work itself, Motivators like achievement, recognition, work itself,

responsibility, advancement and growth and Hygienic responsibility, advancement and growth and Hygienic factors.factors.

According to According to HerzbergHerzberg. The Employee is dissatisfied with . The Employee is dissatisfied with the job if required maintenance factors to the required the job if required maintenance factors to the required degree are not introduced into the job.degree are not introduced into the job.

Page 30: Job Analysis & Job Design

Job Characteristics Approach Job Characteristics Approach Theory by Hackman and Oldham Theory by Hackman and Oldham states that employees states that employees

will work hard when they are rewarded for the work they will work hard when they are rewarded for the work they do and when the work gives them satisfaction.do and when the work gives them satisfaction.

Hence integration of motivation, satisfaction and Hence integration of motivation, satisfaction and performance with job designperformance with job design..

According to this approach Job can be described in According to this approach Job can be described in terms of five core job dimensions:terms of five core job dimensions:

1.1. Skill VarietySkill Variety2.2. Task IdentityTask Identity3.3. Task significanceTask significance4.4. Autonomy Autonomy 5.5. FeedbackFeedback

Page 31: Job Analysis & Job Design

Job Design Process:Job Design Process:

Job Design ProcessJob Design Process has to start from what has to start from what activity needs to be done in order to activity needs to be done in order to achieve organizational goals.achieve organizational goals.

It requires use of techniques like work-It requires use of techniques like work-study, process planning, organizational study, process planning, organizational methods and organizational analysis and methods and organizational analysis and also technical aspects also technical aspects

Page 32: Job Analysis & Job Design

Job Design Methods: Job Design Methods:

Page 33: Job Analysis & Job Design

Job Rotation: Job EnlargementJob Rotation: Job Enlargement:Job Enrichment::Job Enrichment:

Job Rotation:Job Rotation: Refers to the movement of an employee from one Job Refers to the movement of an employee from one Job to another.to another.

Please note:Please note: Jobs themselves are not actually Changed, only Jobs themselves are not actually Changed, only employees are Rotated among various jobs.employees are Rotated among various jobs.

Job EnlargementJob Enlargement When a job is enlarged the tasks being performed are either When a job is enlarged the tasks being performed are either

enlarged or several short tasks are given to on worker, thus the enlarged or several short tasks are given to on worker, thus the scope of the Job is increased because there are many tasks to be scope of the Job is increased because there are many tasks to be performed by the same worker.performed by the same worker.

Job Enrichment:Job Enrichment: Job enrichment as is currently practiced all over the work is a direct Job enrichment as is currently practiced all over the work is a direct

outgrowth of Herzberg’s Two factor theory of motivation.outgrowth of Herzberg’s Two factor theory of motivation.

Page 34: Job Analysis & Job Design

JOB ANALYSISJOB ANALYSIS

Need:Need: procurement is the first operative procurement is the first operative function of personnel management which function of personnel management which can be sub divided into various sub can be sub divided into various sub functions like HRP, Recruitments and functions like HRP, Recruitments and Selection.Selection.

Right PERSON for the RIGHT JOB at the Right PERSON for the RIGHT JOB at the Right Time and In a RIGHT PLACERight Time and In a RIGHT PLACE..

Page 35: Job Analysis & Job Design

Small things to KNOW!!Small things to KNOW!! Job Terminology:Job Terminology: Before discussing job analysis in more detail, many Before discussing job analysis in more detail, many

related terms used in personnel should be carefully related terms used in personnel should be carefully defined:defined:

TASK:TASK: A DISTINCT WORK ACTIVITY WHICH HAS AN A DISTINCT WORK ACTIVITY WHICH HAS AN

IDENTIFIABLE BEGINNING AND END. IDENTIFIABLE BEGINNING AND END. Ex: Post Man Sorting Bag Full of mails in appropriate boxesEx: Post Man Sorting Bag Full of mails in appropriate boxes DUTY;DUTY;

SEVERAL TASKS WHICH ARE RELATED BY SOME SEVERAL TASKS WHICH ARE RELATED BY SOME SEQUENCE OF EVENTS. SEQUENCE OF EVENTS.

Page 36: Job Analysis & Job Design
Page 37: Job Analysis & Job Design

Position-JOB-Job FamilyPosition-JOB-Job Family POSITION:POSITION: A COLLECTION OF TASKS AND DUTIES WHICH AREA COLLECTION OF TASKS AND DUTIES WHICH AREPERFORMED BY ONE PERSON .EX: Mail Room ClerkPERFORMED BY ONE PERSON .EX: Mail Room Clerk JOB :JOB : ONE OR MORE POSITIONS WITHIN AN ORGANIZATIONONE OR MORE POSITIONS WITHIN AN ORGANIZATION JOB FAMILY: JOB FAMILY: SEVERAL JOBS OF A SIMILAR NATURE WHICHSEVERAL JOBS OF A SIMILAR NATURE WHICHMAY COME INTO DIRECT CONTACT WITH EACHMAY COME INTO DIRECT CONTACT WITH EACHOTHER OR MAY BE SPREAD OUT THROUGHOUT THEOTHER OR MAY BE SPREAD OUT THROUGHOUT THEORGANIZATION PERFORMING SIMILAR FUNCTIONS:ORGANIZATION PERFORMING SIMILAR FUNCTIONS:Ex: Jobs Located in different departmentsEx: Jobs Located in different departments

Page 38: Job Analysis & Job Design
Page 39: Job Analysis & Job Design

Job Analysis-job Description N Job Job Analysis-job Description N Job SpecificationSpecification

JOB ANALYSIS:JOB ANALYSIS: SYSTEMATIC INVESTIGATION INTO THE SYSTEMATIC INVESTIGATION INTO THE TASKS,DUTIES AND RESPONSIBILITIES OF JOB.TASKS,DUTIES AND RESPONSIBILITIES OF JOB.

JOB DESCRIPTION:JOB DESCRIPTION: A WRITTEN SUMMARY OF TASKS, DUTIES ANDA WRITTEN SUMMARY OF TASKS, DUTIES ANDRESPONSIBILITES OF A JOBRESPONSIBILITES OF A JOB JOB SPEFICIFATION:JOB SPEFICIFATION: THE MINIMUM SKILLS, EDUCATION, AND EXPERIENCETHE MINIMUM SKILLS, EDUCATION, AND EXPERIENCENECESSARY FOR AN INDIVIDUAL TO PERFORM A JOBNECESSARY FOR AN INDIVIDUAL TO PERFORM A JOB

Page 40: Job Analysis & Job Design

JOB EVALUATION JOB EVALUATION JOB CLASSIFICATION: JOB CLASSIFICATION:

THEIR DETERMINATION OF THE WORTH OF A JOB TOTHEIR DETERMINATION OF THE WORTH OF A JOB TOAN ORGANIZATION. AN ORGANIZATION.

Job evaluationJob evaluation is usually a combination of internal equity comparison of is usually a combination of internal equity comparison ofjobs and an external job market comparisonjobs and an external job market comparison

JOB CLASSIFICATION:JOB CLASSIFICATION: THE GROUPING OR CATEGORISING OF JOBS ON SOME THE GROUPING OR CATEGORISING OF JOBS ON SOME SPECIFIED BASIS SUCH AS THE NATURE OF THE WORK SPECIFIED BASIS SUCH AS THE NATURE OF THE WORK

PERFORMED OR THE LEVEL OF PAY. PERFORMED OR THE LEVEL OF PAY.

ClassificationClassification is often utilized as a simplified method of Job Analysis is often utilized as a simplified method of Job Analysis

Page 41: Job Analysis & Job Design

PROCESS OF JOB ANALYSISPROCESS OF JOB ANALYSIS

Jobs can be analyzed through a process, which Jobs can be analyzed through a process, which consists of Six basic steps, these steps consist consists of Six basic steps, these steps consist of :of :

1.1. Collection of background informationCollection of background information2.2. Selection of representative positions to be Selection of representative positions to be

analyzedanalyzed3.3. Collection of job analysis dataCollection of job analysis data4.4. Developing a job descriptionDeveloping a job description5.5. Developing of a job SpecificationDeveloping of a job Specification6.6. Developing Employee SpecificationDeveloping Employee Specification

Page 42: Job Analysis & Job Design

PROCESS OF JOB ANALYSISPROCESS OF JOB ANALYSIS

Page 43: Job Analysis & Job Design

The Concepts: Types of WorkThe Concepts: Types of Work

Whether designing a new job or restructuring an existing one, the critical activities Whether designing a new job or restructuring an existing one, the critical activities that the job holder will have to perform must be identified. This concept of that the job holder will have to perform must be identified. This concept of

criticalitycriticality is fundamental to the Team Management Systems approach to job is fundamental to the Team Management Systems approach to job analysisanalysis..

Page 44: Job Analysis & Job Design

JOB ANALYSIS INFORMATIONJOB ANALYSIS INFORMATION

The Job Analysis provides the following informationThe Job Analysis provides the following information Job identificationJob identification Significant characteristics of a jobSignificant characteristics of a job What the typical worker does?What the typical worker does? Job dutiesJob duties What materials and equipments the worker usesWhat materials and equipments the worker uses How a job is performedHow a job is performed Required personal attributesRequired personal attributes Job relationshipsJob relationships