1. CHAPTER TWO 1

2. Chapter Learning Objective 6. Identify several problems frequently associated with job analysis. 7. Define job scope and job depth and explain their relationship to job design. 2

3. Chapter Learning Objective 8.Distinguish among the following types of alternative work schedules: flextime, telecommuting, job sharing, and condensed workweek. 9. Define the term contingent worker. 3

4. Define Job analysis and Job design تصميم تحليل الوظائف The first step in the process( عملية ) of acquiring( اكتساب ) the organization’s human resources is to be specific( معين ), by known what kind of work( عمل ) that needs( الاحتياجات ) to be done( فعل ) and how( كيف ) that work should( وينبغي ) be done. Job analysis and job design are the processes( العمليات ) used to determine( تحديد ) this. 4

5. >Job title المسمى الوظيفي >Work performed العمل المنجز >Equipment used معدات >Education required تعليم >experience required تجربة >Physical, mental and visual effort البدني والجهد الذهني والبصري required. كيف HOW الذي WHO WHERE 5

6. Define Job analysis and Job design Job analysis is the process( عملية ) of determining( تحديد ) and reporting( تقرير ) pertinent( ذات الصلة ) information relating( المتعلقة ) to the nature( طبيعة ) of a specific( معين ) job. It is the determination( تحديد ) of the tasks( المهام ) that comprise( تتألف ) the job and of the skills( المهارات ), knowledge, abilities( قدرات ), and responsibilities( المسؤوليات ) required of the holder العاملين for successful job performance( أداء ). 6

7. Define Job analysis and Job design Job Design( عمل تصميم ): is the process( عملية ) of structuring( الهيكلة ) work and designating( تعيين ) the specific( معين ) work activities( الأنشطة ) of an individual( فرد ) or group( مجموعة ) of individuals to achieve( تحقيق ) certain organizational objectives( هدف ). Job design addresses يبين the basic( الأساسية ) question of how the job is to be performed( تنفيذ ), who( الذي ) is to perform it, and where it is to be performed. 7

8. Basic Terminology( المصطلحات الأساسية ) Micro motion الحركة الجزئية : Simplest( أبسط ) unit( وحدة ) of work; involves very elementary ابتدائي movements حركة, such as reaching, grasping استيعاب, positing المواقف. Element( العنصر ): Aggregation( تجميع ) of two or more micro motion, an element is a complete entity, such as picking up تجميع or transporting an object. Task( مهمة ): Consisting of one or more elements; task one of the distinct مميز activities that constitute logical and necessary steps in the performance of work by an employee. 8

9. Basic Terminology Duties: One or more tasks performed تنجز in carrying out تنفيذ a job responsibility( مسؤولية ). Responsibilities( التزام ): Obligations to perform لانجاز certain task and assume certain duties. Position الموقف : Collection تجميع of task and responsibilities constituting تشكل the total work assignment تصميم of a single employee. 9

10. Basic Terminology Job: Group of Position that are identical تتطابق with respect to their major اساسي or significant tasks and responsibilities. The different between a position and a job is that a job may be hold by more than one person, whereas a position cannot. Occupation( المهنة ): A grouping of similar( مماثل ) jobs or job classes فئة الوظيفة. 10

11. Micro motions Tasks Elements Duties Position s Jobs Occupations Responsibilities 11

12. Several Common Uses of Job analysis There are Several( عدة ) of most common uses( استخدم ) of job analysis Including : Job definition( تعريف ): A job analysis تحليل الوظيفة results in a description( وصف ) of the duties( وصف ) and responsibilities( المسؤوليات ) of the job. Job redesign( إعادة تصميم ): A job analysis often indicates( تشير ) when a job needs to be redesigned. 12

13. Several Common Uses of Job analysis Recruitment: توظيف process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen. Selection & Placement(): process of choosing from those available the individuals who are most likely to perform successfully in a job. Orientation: Introduction of new employees to the organization, work unit and job. 13

14. Several Common Uses of Job analysis Training: ( تدريب ) Learning( تعلم ) process that involves the acquisition الحصول of skills, concepts مفاهيم, rules قواعد, or attitudes سلوك to increase employee performance. Career counseling: ( الإرشاد الوظيفي )Managers and human resource specialists are in a much better position موقف to counsel يرشد employee about their careers وظائف. Employee safety: Focusing التركيز precisely بدقة on how a job is done usually uncovers غير مشمول any unsafe procedures. 14

15. Several Common Uses of Job analysis Performance appraisal: ( تقييم الأداء )The objective الهدف of performance appraisal is to evaluate( تقييم ) an individual employee’s performance on a job( وظيفة ). Compensation: تعويضات A proper( جيد ) job analysis( تحليل ) helps( مساعدة ) ensure( ضمان ) that employees receive( تلقى ) fair( عادل ) compensation( تعويضات ) for their( من ) jobs. 15

16. Job Description & Job Specification Job Description ( الوصف الوظيفي ) Concentrates( تركز ) on the job, it explains( يشرح ) what the job الوظيفة is and what the duties( الواجبات ), responsibilities( مسؤولية ), and general( عام ) working conditions( الشروط ) are. Job Specification ( مواصفات الوظيفة ) Concentrates( تركز ) on the characteristics( مميز ) needed( الحاجة ) to perform( نفذ ) the job. It describes( يصف ) the qualifications( المؤهل ) the incumbent الموظف must possess( يجب أن تمتلك ) to perform( نفذ ) the job. 16

17. What working conditions الشروط responsibilities مسؤولية what the duties( الواجبات qualifications المؤهل 17

18. Job Description & Job Specification Job Description Should Include( ينبغي أن تشمل ) the following( ما يلي ): Date( تاريخ ) written. Job status( الوضع الوظيفي )(full-time or part time; salary or wage). Position مسمى الوظيفة ). Job summary( ملخص ) ( a synopsis( موجز ) of the job responsibilities( مسؤولية )). Detailed( مفصل ) list( قائمة ) of duties( الواجبا ) and responsibilities. Supervision( إشراف ) received( يستقبل ) (to whom jobholder شاغل الوظيفة reports). 18

19. Job Description & Job Specification Supervision exercised( تمارين الرقابة ), if any(who reports to this employee). Principal( رئيسي ) contacts( اتصل ) (in and outside the organization). Related meeting to be position requirements. Competency( الكفاءات ) or Position requirements( مطلب ). Required education and experience( تجربة ). Career( مهنة ) mobility( التنقل ) (Position {s} for which jobholder may qualify next) 19

20. Job Analysis Methods There are Four of the most frequently الاكثر تكرار used methods( طرق ) of Job analysis. 1) Observation( مراقبة ) which include (Motion Study & Time Study) A) Motion Study ( دراسة الحركة ): Determining( تحديد ) the motions( الحركات ) and movements( التحرك ) necessary for performing a task انجاز المهمة or job and then designing( تصميم ) the most efficient methods for putting those motions and movements together( معا ). 20

21. Job Analysis Methods B) Time Study: job analysis methods( طرق ) that determines( تحديد ) the elements عنصر of work( عمل ) required to perform انجاز the job العمل, the order( التسلسل ) in which those elements occur( تحدث ), and the times( مرة ) required to perform them effectively. 2) Interviews( مقابلة ) The interview method requires that the person conducting( يجري ) the job analysis meet يقابل with and interview الموظف the job holder. 21

22. Job Analysis Methods 3) Questionnaires( الاستبيان ) Contain both Objective and open –ended questions 4) Functional( وظيفي ) Job Analysis Use as Standardize( معايير ) statements( بيان ) and terminology( مصطلحات ) to describe يصف the content of jobs. 22

23. Potential Problems with Job Analysis  Top management( الإدارة العليا ) support( دعم ) is missing( مفقود ).  Only a single means and source( مصدر ) are used for gathering( جمع ) data( البيانات ).  the supervisor( مشرف ) and the jobholder do not participate( المشاركة ) in the design( تصميم ) of the job analysis procedure. 23

24. Potential Problems with Job Analysis  No training( تدريب ) or motivation( حافز ) exists for jobholders.  Employees are not( ليس ) allowed( سمح ) sufficient( كاف ) time( مرة ) to complete( كامل ) the analysis.  Activities( الأنشطة ) may be distorted( مشوه ).  Participants( المشاركو ) fail( فشل ) to critique( نقد ) the job. 24

25. Job Scope And Job Depth Job scope and job depth are both dimensions of job design A) Job scope( مدى ): refers to the number( عدد ) and variety( تشكيلة ) of tasks( مهمة ) performed( تنفيذ ) by the jobholder شاغل الوظيفة. B) Job depth( عمق ): refers to the freedom( حرية ) of jobholders to plan( خطة ) and organize( تنظم ) their own( الخاصة ) work, work at their own pace سرعة التقدم, and move around and communicate as desired. 25

26. Types Of Alternative work schedules Flextime( الوقت المرن ): allows يسمح employees to choose( اختر ), within certain limits, when they start and end their workday. Telecommuting: Is the practice of working at home or while traveling( سفر ) and being able to interact with the office. 26 البديل Alternative جدول Schedule

27. Types Of Alternative work schedules Job sharing( مشاركة ): Is the practice whereby بواسطة two or more part-time Individuals perform a job that would normally be held by one full-time person. condensed ( مكثف )work week( أسبوع ): The number of hours( ساعة ) worked per day( يوميا ) is increased( زيادة ) and the number of days( أيام ) in the workweek is decreased( انخفضت ). 27

28. Types Of Alternative work schedules Contingent ( المشروط )worker( عامل ): Including Employee who are A) Independent contractors( المتعاقدين ) and on-call workers, who are called to work only when needed. B) Temporary( مؤقت ) or short-term workers. 28

29. Questions …. 29

30. Reference : Byars, L. and Rue, L., “Human Resource Management”, 9 th, McGraw Hill, (2008). 30