unit 3 - job analysis & job design - hrm

7/27/2019 Unit 3 - Job Analysis & Job Design - hrm

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Presented By:

Sujaya Thapa

Kantipur Valley College

BBA V Sem


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The process of defining in terms of tasks orbehaviors and specifying the education,training, and responsibilities needed toperform the job successfully.

It is a systematic process of discovery ofnature of job by dividing into smaller units.

Job Analysis information can be collected

through; Observation method, Questionnaire method,

Interview method, Conference with job experts


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1. Understanding the purpose of job analysis A job analyst should know the nature & purpose of

such analysis. Job analysis is mostly used to make manpower

planning, recruitment & selection decision,determine training & development requirement &most importantly to make compensation policies.

2. Understanding the strategic meaning ofthe jobs in an organization Each job has its strategic importance in achieving

organizational goals so, if job analyst fails toestablish relations of individual job & organizationalobjective, analyzing jobs will be meaningless.


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3. Position benchmarking Its difficult to analyze every single jobs so, analyst

select some representative jobs & categorize.

Representative jobs used as benchmarks to analyse

other positions in the organization. 4. Selecting the methods of job analysis

Observation method

Individual interview method

Group interview method Structured questionnaire method

5. Prepare job description & specification


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Job Focused Technique 1. Functional Job Analysis (FJA)

Describes nature of job in terms of people, data, thing

People monitoring, instructing, supervising

Data comparing, analyzing, computing, compiling

Thing handling, operating-controlling, manipulating

2. Management Position Description Questionnaire

Designed to analyze managerial positions whereanalyst use checklist containing 197 job factors

Product & market planning, internal business control, Supervision, complexity & issues, public relations

3. The Hay Plan

Used to analyze managerial & executive level jobs.

Its an interview between analyst & person in job.


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Person Focused or Behavior-FocusedTechnique Position Analysis Questionnaire (PAQ)

Studies dimensions related to decision

making/communication, performing skilled activities,relating to physical activities, operating vehicles etc

Physical Abilities Analysis (PAA)

Strength needed to lift, press & pull

Ability to maintain balance in unstable positions Critical Incident Technique (CIT)

It represents effective & ineffective performance &desirable or undesirable incidents of a worker.


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Interviews Individual (with groups of employees who do same job) Supervisory (with one or more supervisors who are thoroughly

knowledgeable about the job)

Direct Observation Where the work of the employee, his/her physical activity is

closely studied Maintenance of Long Records

Workers are asked to maintain & keep daily records or list ofactivities they are ding.

Questionnaire method Various questions prepared to get accurate information's

Technical conference method Specific characteristics of job are obtained from experts. Interaction leads to Insight & detailed information might be

available which might not be possible from individual jobholder.


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Its an end product of job analysis in the formof written records of the job & its requirements.

It is a statement of the duties andresponsibilities of a specific job.

Information found in Job Description; Title of the job, level of the job, location of the job

Duties & responsibilities, authorities, workingconditions, use of machines & materials


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Uses of Job Description; Guides newly hired employees towards basic

responsibilities

Describes jobs to the recruiters

Aids in development of job specification Used for developing performance standards

Used for job evaluations


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It is a statement of personal traits, education orqualifications needed to perform the job.

It contains minimum requirements of the jobholder in relating to performing the job.

Information included in Job Specification are; Attainments: Education, Qualification & Experience General Intelligence: Intellectual capability Special Aptitude: Computer, Communication skills

Interest: Culture, Sport Special Circumstances: Work in shifts, excessive travel Physique: Health, appearance


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According to Mathis and Jackson, Job Designrefers to organizing tasks into a productiveunit of work.

It is the process of determining specific tasksto be included in a job and the methods ofperforming that tasks.

Its benefits are:

Performance Job Satisfaction

Motivation

Quality of work life


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Organizational Factors Work Nature

Ergonomics

Workflow

Culture Environmental Factors

Employee availability and abilities

Socio economic and cultural expectations

Behavioural Factors Autonomy

Feedback

Diversity


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Work simplification Breakdown of job into smaller subparts; either jobs

are specified or specialized

Job Rotation It is a shifting of people from one job to another

within a working group.

Allow employee to work in various departments

Job enlargement It refers to broadening the scope of a job by

expanding the number of different tasks to beperformed.

There is only horizontal expansion of job in it.


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Job enrichment It increases the contents of a job or upgrading of

responsibility, scope & challenge in work. It leads to vertically enhanced job by adding

functions.

Job characteristics Skill variety Task identity Task significance amount of impact of the job to

others Autonomy individual freedom & direction to work Feedback information receives on how well the

work is been performed


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Teams in jobs Self directed work teams group of employees who

are accountable for a whole work process Quality circle small group of employees who monitor

productivity & quality and suggest solution Virtual team uses computer & technology to link

team members who are geographically dispersed Flexible work schedules

Compressed workweek no. of workweek compressedby increasing working hours

Flextime employee contract to work specific numberof hours a week but free to choose time for hisconvenience

Job sharing where two-part time employees performa job that otherwise would be held by one employee


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THANK YOU!!!

unit 3 - job analysis & job design - hrm

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