Job Analysis and Job Design Chapter 2 Human Resource Management

Chapter 2 Overview Basic Terminology Job Analysis Job Design

Basic Terminology  Job Analysis  Products of Job Analysis  Job Analysis Methods 1. Observation 2. Interviews 3. Questionnaires    Potential Problems with Job Analysis

Basic Terminology-1 Job analysis: Process of determining and reporting pertinent information relating to the nature of a specific job. Job design: Process of structuring work and designating the specific work activities of an individual or group of individuals to achieve certain organizational objectives.

Basic Terminology-2 Micromotion: Simplest unit of work; involves very elementary movement, such as reaching, grasping, positioning, or releasing an object. Element: An aggregation of two or more micromotions; usually thought of as a complete entity, such as picking up or transporting an object.

Basic Terminology-3 Task: Consists of one or more elements; one of the distinct activities that constitute logical and necessary steps in the performance of work by an employee. Duties: One or more tasks performed in carrying out a job responsibility.

Basic Terminology-4 Responsibilities: Obligations to perform certain tasks and assume certain duties. Position: Collection of tasks and responsibilities constituting the total work assignment of a single employee.

Basic Terminology-5 Job: Group of positions that are identical with respect to their major or significant tasks and responsibilities and sufficiently alike to justify their being covered by a single analysis. Occupation: A grouping of similar jobs or job classes.

Relationship among Different Job Components Figure 4.1 Relationship among Different Job Components

Basic Terminology  Job Analysis  Products of Job Analysis  Job Analysis Methods 1. Observation 2. Interviews 3. Questionnaires    Potential Problems with Job Analysis

Information Provided by a Job Analysis Table 4.1 Information Provided by a Job Analysis Area of Information Contents Job title and location Name of job and where it is located. Organizational relationship A brief explanation of the number of persons supervised (if applicable) and the job title(s) of the position(s) supervised. A statement concerning supervision received. Relation to other jobs Describes and outlines the coordination required by the job. Job summary Condensed explanation of the content of the job. Information concerning The content of this area varies greatly from job job requirements to job and from organization to organization. Typically it includes information on such topics as machines, tools, and materials; mental complexity and attention required; physical demands and working conditions.

Basic Terminology  Job Analysis  Products of Job Analysis  Job Analysis Methods 1. Observation 2. Interviews 3. Questionnaires    Potential Problems with Job Analysis

Contents of a Job Description Table 4.2 Contents of a Job Description A job description should be a formal, written document, usually from one to three pages long. It should include the following: Date written. Job Status (full-time or part-time; salary or wage). Position title. Job summary (a synopsis of the job responsibilities). Detailed list of duties and responsibilities. Supervision received (to whom the jobholder reports). Supervision exercised, if any (who reports to this employee). Principal contacts (in and outside the organization). Related meetings to be attended and reports to be filed. Competency or position requirements. Required education and experience. Career mobility (position[s] for which job holder may qualify next).

Basic Terminology  Job Analysis  Products of Job Analysis  Job Analysis Methods 1. Observation 2. Interviews 3. Questionnaires    Potential Problems with Job Analysis

Basic Terminology  Job Analysis  Products of Job Analysis  Job Analysis Methods 1. Observation 2. Interviews 3. Questionnaires    Potential Problems with Job Analysis

Potential Problems with Job Analysis-1 1.Top management support is missing. 2.Only a single means and source are used for gathering data. 3.The supervisor and the jobholder do not participate in the design of the job analysis procedure.

Potential Problems with Job Analysis-2 4.No training or motivation exists for jobholders. 5.Employees are not allowed sufficient time to complete the analysis. 6.Activities may be distorted. 7.There is failure to critique the job.

Job Design  Job Scope and Job Depth Alternative Work Schedules Flextime Telecommuting Job Sharing Condensed Workweek

Advantages of Job Specialization Table 4.7 Advantages of Job Specialization 1. Fewer skills required per person, which makes it easier to recruit and train employees. 2. Increased proficiency through repetition and practice of the same tasks. 3. More efficient use of skills by primarily utilizing each employee’s best skills. 4. Low wages due to the ease with which labor can be substituted. 5. More conformity in the final product or service. 6. Different tasks performed concurrently.

Job Design  Job Scope and Job Depth Alternative Work Schedules Flextime Telecommuting Job Sharing Condensed Workweek

Job Design  Job Scope and Job Depth Alternative Work Schedules Flextime Telecommuting Job Sharing Condensed Workweek

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