1. JOB ANALYSIS AND JOB DESIGN

2. JOB MICRO MOTIONS ELEMENTS TASKS DUTIES RESPONSIBILITIES POSITIONS
JOBS
OCCUPATIONS

3. 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.

4. 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

5. 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 ?

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

7. 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.

8. 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.

9. JOB ANALYSIS Career Counseling Employee safety Performance appraisal
Compensation

10. 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.

11. 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

12. 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

13. 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

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

15. 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.

16. 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

17. 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.

18. 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