1. Job Analysis, Job Design, and the Job Description
February 18, 2010

2. Getting the Work Done Introducing the JOB.
How does the job affect the bottom line?
Task performance
Line of sight
The essence of human capital
Knowledge
Skills
Abilities

3. Modern Idea of a Job
Changing conceptualization of what constitutes a job
Jobs are changing....
More fluid – change more often. Required changes – used to be specifically designed to the way you do the work. A lopt more vagueness of what a specific job requires
Customer focus – who is your customer?
More responsibility

4. Gathering Total Job Information
Issue
HR Process
Result
How is the product delivered?
Work flow analysis
Job List
What is the role of each job?
Job design
Job Structure
Need to understand what’s the product – work flow analysis identifying all jobs that need to be made.
How do we represent and communicate information about what the job does?
Job analysis
Job Description

5. What You Should Know About a Job
Human
Resources
Equipment
Raw Inputs
What special equipment, facilities, and systems are needed?
What materials, data, and information are needed?
What knowledge,
skills, and abilities (KSAs)
are needed by those
Performing the task
Output
Activities
What tasks are
required in the
production of the
output?
What product,
information, or
service is provided?
How is the output
measured?

6. Job Design Definition Approaches to job design
The process of defining how work will be performed and what tasks will be required in a given job
Approaches to job design
Design for efficiency (Industrial engineering)
Design for human capital capabilities
Deign for motivation (Job enlargement and enrichment)
Design for safety and health (Ergonomics)
Design to fit scheduling demands/preferences
Careful job design will facilitate the development of QUALITY HR Metrics

7. Design Jobs for Efficiency
Basis of classical industrial engineering
Scientific method (one best way to perform a job)
Time motion studies

8. Design for Human Capital Capabilities
Person versus machine
Cost of labor / Worker efficiency
Regulations
Pay and benefit requirements
Working conditions

9. Deign Jobs for Motivation
Job characteristics model (Hackman & Oldham)
Skill variety
Extent job requires a variety of skills to carry out the tasks involved
Task identity
Degree job requires completing a “whole” piece of work from beginning to end
Task significance
Extent to which the job has an important impact on the lives of other people
Autonomy
Degree job allows an individual to make decisions about the way work is carried out
Feedback
Extent person receives clear information about performance effectiveness

10. Deign Jobs for Motivation
Methods to make a job more interesting and satisfying
Job enlargement
Job enrichment
Self-managed work teams

11. Design for Safety and Health
Ergonomics
The stud of the interface between individuals’ physiology and the characteristics of the physical work environment
Reduce dangers in the workplace
Better for employees
Financial benefits for employer
Enhance efficiency

12. Design to Fit Scheduling Demands/Preferences
Company needs
Customer demand
Efficiency
Employee preferences
Flex time
Job sharing
Telecommuting

13. Job Analysis as the Cornerstone of HR
Planning
Staffing
Training
Performance Appraisal
Compensation

14. Approaches to Job Analysis
Task-based job analysis
Task: A distinct, identifiable work activity
Duty: Work segment composed of multiple tasks
Responsibilities: Obligations to perform certain tasks and duties
Competency-based job analysis
Individual capabilities that can be liked to enhanced performance by the individual or teams
Technical competencies
Behavioral competencies

15. Job Analysis Methods Observation Interviewing Questionnaires
Computerized systems
On-line sources

16. Job Analysis Concerns Inflation of jobs and job titles
Managerial concerns
Lack of flexibility
Employees “working to the job description”
Employee concerns
Greater supervision
Limitations on creativity and flexibility
Incumbent emphasis

17. How to Perform a Job Analysis
1. Select the jobs to be analyzed
2. Gather the job information
3. Verify the accuracy of the job information
4. Document the job analysis by writing a job description

18. Writing the Job Description
Describes and defines a job in terms of its duties, responsibilities, working conditions, and specifications.
Identify the job (job title, location)
Job summary (a short statement!)
Job duties and responsibilities
Job requirements
Minimum qualifications