CHAPTER 6
Job requirements in a changing
workplace
Session objectives
Demonstrate the relationships between job
requirements and effective SHRM

Examine typical methods of job analysis and
competency profiling and their benefits

Explain the links between job analysis,
competencies, job descriptions and corresponding
person specifications

Session objectives (cont.)
 Analyse
the process of job design and its
relationships to workplace IR issues
Review the contributions of quality of work life
and work environment programs to job design and
effective employee performance

 Appreciate
the rapid ‘people’ changes occurring
in the modern workplace
Job analysis
The process of determining the
requirements of the job
Job analysis and HR functions
Job analysis relates to:
 Recruitment
 Selection
 Training and development
 Performance management
 Compensation management
 Workplace relations
Performing job analysis

Select jobs

Determine information to collect

Identify sources of data

Methods of data collection

Evaluate and verify data

Write report
Key terms
Job
Position
Job requirements
Job specification
Job description
Methods of job analysis

Narrative

Functional job analysis (FJA)

Position analysis questionnaire (PAQ)

Threshold traits analysis

Other
Data collection methods
Interviews
 Questionnaires
 Job performance
 Observation
 Diaries
 Critical incidents
 Focus groups
 HR records
 ASCO data

Competency
A characteristic or trait that
results in effective performance
on the job
Competency profiling
Seeks to identify the specific set of
competencies that are related to superior job
performance
 A competency is a skill, knowledge or any
characteristic that results in effective job
performance

Job descriptions and
person specifications
Job description:
A written description of a job, the types of duties
performed and the conditions under which these
duties are performed
Person specification:
Details the qualifications, experience and
personal qualities required of suitable jobholders
Job descriptions
Job title
Job Description
1. Title.
2. Statement.
Job identification
3. Essential Functions.
1. XXX
2. XXX
3. XXX
4. XXX
4. Specifications.
1. XXX
2. XXX
3. XXX
4. XXX
Essential functions
Job specifications
Job description problems
Often poorly written
 Static rather than dynamic – not
updated as job duties change
 Sexist or discriminatory
 Tasks not directly work-related
 Vague rather than specific

Job design
Concerns the satisfaction
of the job holder’s
needs
Job design
Organisational
objectives
Industrial
engineering
THE JOB
Ergonomic
concerns
Employee
contributions
Industrial engineering
 Analysing
work methods and establishing time
standards for job completion
Benefits:
 Disciplined and objective
 Focus on improving efficiency and simplifying
work methods
 Increased production
 Clear relationship between outcomes and
rewards
Industrial engineering (cont.)
Limitations:
 Only measures standardised processes and
outcomes
 Bonus systems may act against new employee
training
 May lead to job dissatisfaction
 Can aggravate physical or mental ailments
Human engineering
 Aims
to identify and respond to worker needs
in the performance of their jobs
 Adapts work environment and equipment to
the person
 Can improve efficiency and create a more
harmonious work environment
Job design strategies

Job enlargement

Job rotation

Job enrichment

Self-managing work teams
 Adjustments
in work schedules
Work in the 21st century
Hours of work – longer and harder
 Wage structures and reward programs
 Job insecurity
 Self-management
 Workplace stress
