JOB ANALYSIS AND JOB DESIGN

JOB MICRO MOTIONS ELEMENTS TASKS DUTIES RESPONSIBILITIES POSITIONS JOBS OCCUPATIONS

Responsibility is the obligation to perform certain tasks and certain duties. Micro motion It involves a very elementary movement such as reaching, grasping, positioning or releasing an object. JOB Elements It is a complete entity, such as picking up, transporting and positioning an item Tasks A group of work elements make a work task. Duties One or more tasks performed in carrying out a job responsibility. Positions Duties when combined with responsibility define a position. Jobs Group of positions that are identical with respect to their major or significant tasks & responsibilities and sufficiently alike to justify their being covered by a single analysis. Occupations A group of similar jobs form occupation.

Job analysis is the process of determining and reporting pertinent information relating to the nature of a specific job. JOB ANALYSIS Tasks Skills Knowledge Determination Abilities Responsibilities Structuring JOB ANALYSIS.doc JOB DESIGN

JOB DESIGN Job design is the process of structuring work and designating the specific work activities of an individual or group of individuals to achieve certain organizational objectives. How the job is to be performed ? Who is to perform it ? Where it is to be performed ?

DATA Human Resource JOB ANALYSIS Activities Selection & placement Job definition Job redesign Recruitment Selection & placement Orientation Training Career Counseling Employee safety Performance appraisal Compensation

JOB ANALYSIS It is description of the duties and responsibilities. Job definition It is description of the duties and responsibilities. Job redesign JOB ANALYSIS A job analysis often indicate when a job needs to be redesigned. Recruitment Process of seeking and attracting a pool of people.

JOB ANALYSIS Process of choosing from those available. Selection & placement Process of choosing from those available. Orientation JOB ANALYSIS Introduction of the new employee to the organization, work unit and job. Training Learning process that involves improving on the acquired skills.

JOB ANALYSIS Career Counseling Employee safety Performance appraisal Compensation

PRODUCT OF JOB ANALYSIS SPECIFICATION JOB DESCRIPTION CONTENTS OF A JOB DESCRIPTION.doc Job description concentrates on describing the job as it is currently being performed. What the job is called. where it is to be done. How it is to be done. Job specification concentrates on the characteristics needed to perform the job.

JOB ANALYSIS METHODS OBSERVATION With observation, the person making the analysis observes the individual or individuals performing the job and takes pertinent notes describing the work. What was done? How it was done? How Long it took? What the job environment was like? Motion study Time study Work sampling

MOTION STUDY It involves determining the motions and movements necessary for performing a task or job and then designing the most efficient methods for putting those motions and movements together. OBSERVATION JOB ANALYSIS METHODS It is to determine the elements of work required to perform it, the order in which these elements occur, and the times required to perform them effectively. The objective is to determine hoe long it should take an average person to perform the job or task in question. TIME STUDY

JOB ANALYSIS METHODS INTERVIEW This method requires that the person conducting the job analysis meet with and interview the jobholder at the job site. structured Un-structured

JOB ANALYSIS METHODS QUESTIONNAIRES MANAGEMENT POSITION ANALYSIS (PAQ) MANAGEMENT POSITION DESCRIPTION QUESTIONNAIRE (MPDQ)

Category Description Examples ` Information input Where and how does the employee get the information used in performing the job? Use of written materials. Mental Process What reasoning, decision making, planning, and information processing activities are involved in performing the job? Level of reasoning in problem solving. Coding/decoding. Physical activities What physical activities does the employee perform, and what tools or devices are used? Use of key board devices. Assembling / disassembling Relationship with other people What relationship with other people are required in performing the job? Instructing. Contacts with public, and/ or customers Job context In what physical or social context is the work performed? High temperature. Interpersonal conflict situation. Other job characteristics What activities, conditions, or characteristics other than those described above are relevant to the job? Specified work pace. Amount of job structure.

Management position description questionnaire categories. Product, marketing, and financial strategy planning. Coordination of other organizational units and personnel. Internal business control. Products and services responsibility. Public and customers relations. Advanced consulting. Autonomy of actions. Approval of financial commitments. Staff service. Supervision. Complexity and stress. Advanced financial responsibility. Board personnel responsibility. MPDQ

LEVELS OF DIFFICULTY FOR WORKER FUNCTIONS. Data People Things Synthesizing Mentoring Setting up 1 Coordinating Negotiating Precision working 2 Analyzing Instructing Operating-controlling 3 Compiling Supervising Driving-operating 4 Computing Diverting Manipulating 5 Copying Persuading Tending 6 Comparing Speaking-signaling Feeding-off bearing 7 Serving Handling 8 Taking instructions LEVELS OF DIFFICULTY FOR WORKER FUNCTIONS.

Nine occupational categories used by the DOT. 1 Professional, technical and managerial. 2 Clerical and sales. 3 Service. 4 Agriculture, fishing, forestry, and related. 5 Processing. 6 Machine trades. 7 Bench work. 8 Structural work. 9 Miscellaneous. DOT.xls