JOB ANALYSIS AND DESIGN

1. JOB ANALYSIS AND DESIGN Chapter 2

2. JOB ANALYSIS AND DESIGN IMPORTANCE: • Job design can impact employee performance • Affect job satisfaction • Help reduce turnover and absenteeism • Affect worker both physically and mentally

3. JOB • JOB – grouping of similar positions • POSITION – collection of task, duties and responsibilities performed by a single person. • TASK – composed of motions and distinct identifiable work activity • DUTY - composed of task in a larger work segment performed by individual • RESPONSIBILITIES – obligation to perform certain task and duties.

4. JOB DESIGN An approach that specifies the task s that constitute a job for an individual or a group. Objective: develop requirements of the organizational and the technology that satisfy the personal and individual requirements of the jobholder.

5. JOB DESIGN Design aspect: • Job specialization and enrichment • Psychological component • Ergonomics and work methods • Motivation and incentive systems

6. JOB DESIGN • Job specialization and enrichment • Specialization - Concentration on one particular type of work • Job enlargement – grouping variety of work of the same skill level • Job enrichment – vertical responsibility; giving more responsibility includes planning and control • Psychological component • The objective is to improve quality of life, job satisfaction and motivation of employee (reasonable job, training, opportunity to learn, minimal decision making, social support and recognition, social life, desirable future etc)

7. JOB DESIGN • Job specialization and enrichment • Psychological component • Ergonomics and work methods • Ergonomics: Study of the relationship between people and their working conditions, specially machines the use • Use of machines to reduce stress and fatigue • Work method: better way to accomplish task • Motivation and incentive systems • Money the most powerful motivator • Bonuses: cash, stock options usually for executives • Gain sharing: reward given if organization gain profit • Incentive system: reward based production above standard

8. WORK SCHEDULE • Flex-Time – varying work hours, or schedule. • Compressed workweeks – performing one week’s work in less that five days. • Part-time employment • Permanent part time • Job sharing • Work sharing • Temporary part time

9. JOB ANALYSIS A systematic investigation of the task, duties, and responsibilities required in a job, and the necessary skills, knowledge and abilities someone needs to perform the job adequately.

10. JOB ANALYSIS USES OF JOB ANALYSIS: • Job definition • Job redesign • Recruitment • Selection and placement • Orientation • Training • Career counseling • Employee safety • Performance appraisal • Compensation

11. PROCESS OF JOB ANALYSIS Phase I. Determining the scope of the project Phase II. Deciding on what method/s of job analysis to adopt. Phases III. Actual collection and analysis of data Phases IV. Assessing job analysis methods

12. TYPES OF JOB DATA • Job Data - subject to collection efforts. • Classification: • Behavioral description • Job oriented activities • Work oriented activities • Ability requirement • Perceptual speed, ability • Numerical aptitude • Job characteristics • Equipment information

13. SOURCES OF JOB DATA • Internal source • External source

14. METHODS OF GATHERING INFORMATION • Observation • Interview • Questionnaire

15. PRODUCTS OF JOB ANALYSIS • Job Description • Job title • Duties to perform • Characteristic of the job • Environmental condition • Job Specification • Physique, attainment, general intelligence, interest, disposition, special circumstances • Job Evaluation

16. SEATWORK and ASSIGNMENT • Seatwork: Group of 5 – The New Job Analyst. • Assignment: Prepare the job specification of the position you are holding in the company (HRM organizational chart)