Job analysis & design

JOB ANALYSIS & DESIGN

GROUP MEMBERS :

DURVANGI VAITY – PG04

NIKITA KAMBLE – PG05

SNEHA DALVI – PG06

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CONTENT • Meaning Of Job Analysis

• Process Of Job Analysis

• Purpose Of Job Analysis

• Functions Of Job Analysis

• Methods Of Collecting Job Data

• Problems Of Job Analysis

• Job Design

• Factors Affecting Job Design

• Job Design Approaches

• Issues In Job Design

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Job Analysis

• Process of collecting information

• Process of two sets of data :-

1.Job Description

2.Job Specification

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Job Analysis A Process Of All Pertinent Job Facts

Job Specification

Usually contains such items as;

• Education

• Experience

• Training

• Judgement

• Initiative

• Physical effort

Job Description

A statement containing items such as;

• Job title

• Location

• Job summary

• Duties

• Machines, tools & equipment

• Materials & forms used

5

…..CONTINUE

• Physical skills

• Responsibilities

• Communication skills

• Emotional characteristics

• Unusual sensory demands as sight,smell,hearing

• Supervision given or received

• Working conditions

• Hazards

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Definition“……………. Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job. The immediate products of this analysis are job descriptions and job specifications.”

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THE PROCESS OF JOB ANALYSIS

Strategic Choices

Gather Information

Process Information

Job Description

Job Specification

Uses of Job description & specification• Personnel planning• Performance

appraisal• Hiring• Training &

Development• Job evaluation &

compensation• Health & safety• Employee

discipline• Work scheduling• Career planning

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Purposes Of Job Analysis

Job Analysis

Job Description

Job Specification

HRP

Recruitment & Selection

Training & Development Job EvaluationRemunerationPerformance Appraisal

Personnel InformationSafety & Health

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Example With Reference To Synergy Solutions

The example below is for a sales person who is selling financial service products. About 75% of his/her time is spent in the office and the other 25% is out on the road making presentations to customers. The job requires a Certified Financial Planners designation and requires heavy duty lead generation.

Example

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METHODS OF COLLECTING DATA

JOB DATA

Observation

Interviews

Questionnaire

DairyTechnical Conference

Checklist

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Observation

• Job analyst carefully observes the job holder at work

• Has positive and negative sides

• Positive side –collected data accurate because of direct observations

• Negative side-time consuming & inapplicable .

• Analyst need to be trained & training means additional cost

• Used for analysing repetitive, short cycle, unskilled & semi skilled jobs.

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Interview

• Structured interview form • Time consuming• Positive feature – talking to the job holders• Effectiveness of method depends on the interviewer &

on the ability of the job holder.

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Questionnaire

• Structured & Standard questionnaire

• Advantages & Limitations

• Major advantage – information of large number of jobs can collected in Short period of time

• Accuracy of information

• Specialised knowledge and training requires

• Dependence on this method create some errors in the programme.

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Checklist

• Cover as many activities and job holders tick only those tasks that are included in jobs.

• Preparation of checklist is challenging

• Advantage – useful in large organisation

• Enable to tabulation and recording on electronic data processing equipment

• Technique is costly not suitable for small organisation

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Technical Conference Method

• Conference of supervisors is used

• Analyst initiates discussions

• Good method of data collection

• Lacks accuracy

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Dairy Method

• To record in detail activities each day

• If done faithfully it is accurate & eliminates errors

• Time consuming

• Not used much in practice

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Problems With Job Analysis

• Support from top mgmt.

• Single means & source

• No training or Motivation

• Activities may be Distorted

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Job Design

• Logical sequence to job analysis

• JD involves efforts to organise – tasks, duties & responsibilities into a unit of work

• “It Integrates work content( tasks, functions, relationships),the rewards(extrinsic & intrinsic),and the qualifications required(skills , knowledge , abilities) for each job in a way that meets the needs of employees and the organisations.”

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Steps In Job Design• The Specification of individual task

• The Specification of the methods of performing each task

• The combination of tasks into specific jobs to be assigned to individuals.

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Factors Affecting Job Design

Organisational Factors

Environmental Factors

Behavioural Factors

Feedback

Productive And Satisfying Job

Job Design

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Organisational Factors

• Characteristics of task

• Work Flow

• Ergonomics

• Work Practices

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Environmental Factors

• Employee abilities and availability

• Social and Cultural Expectations

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Behavioural Elements

• Feedback

• Autonomy

• Use of Abilities

• Variety

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Job Design Approaches

• Job Rotation

• Job Engineering

• Job Enlargement

• Job Enrichment

• Socio-technical systems

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Job Enlargement

An enlarged job can motivate an individual for five reason :

• Task variety

• Ability utilisation

• Worker-paced control

• Performance feedback

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Job Enrichment The features of JE:

• Direct feedback

• Client relationship

• New learning

• Scheduling own work

• Unique experience

• Control over resources

• Direct communication authority

• Personal accountability

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Some Cautions About JE

• JE is not substitute for good mgmt.

• ‘enriched’ is relative term

• Enriching job may create a ‘Snow Ball’ Effect

• JE assumes that workers want more responsibility

• JE may have negative short –run effect

• JE may become static

• Participation can affect the enrichment process

• Change is difficult to implement

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Contemporary Issues In Job Design

• Telecommunicating

• Alternative work pattern

• Techno stress

• Task revision

• Skill development

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References

• http://www.staffing-and-recruiting-essentials.com

• Google.in

• Youtube.com

• HR & Personnel Mgmt. -K Aswathappa

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