Job Analysis
and
Job Design
Chapter 2
Human Resource Management
Chapter 2 Overview

Basic Terminology

Job Analysis

Job Design

Basic Terminology 

Job Analysis 
Products
of Job Analysis 
Job Analysis



Methods
1. Observation
2. Interviews
3. Questionnaires   
Potential
Problems with Job Analysis
Basic Terminology-1

Job analysis: Process of determining and
reporting pertinent information relating to
the nature of a specific job.

Job design: Process of structuring work
and designating the specific work activities
of an individual or group of individuals to
achieve certain organizational objectives.
Basic Terminology-2

Micromotion: Simplest unit of work;
involves very elementary movement, such
as reaching, grasping, positioning, or
releasing an object.

Element: An aggregation of two or more
micromotions; usually thought of as a
complete entity, such as picking up or
transporting an object.
Basic Terminology-3

Task: Consists of one or more elements;
one of the distinct activities that constitute
logical and necessary steps in the
performance of work by an employee.

Duties: One or more tasks performed in
carrying out a job responsibility.
Basic Terminology-4

Responsibilities: Obligations to perform
certain tasks and assume certain duties.

Position: Collection of tasks and
responsibilities constituting the total work
assignment of a single employee.
Basic Terminology-5

Job: Group of positions that are identical
with respect to their major or significant
tasks and responsibilities and sufficiently
alike to justify their being covered by a
single analysis.

Occupation: A grouping of similar jobs or
job classes.
Figure 4.1
Relationship among Different Job Components

Basic Terminology 

Job Analysis 
 Products
of Job Analysis 
 Job Analysis
Methods
1. Observation
 2. Interviews
 3. Questionnaires   

 Potential
Problems with Job Analysis
Table 4.1
Information Provided by a Job Analysis
Area of Information
Contents
Job title and location
Name of job and where it is located.
Organizational relationship
A brief explanation of the number of persons
supervised (if applicable) and the job title(s) of the
position(s) supervised. A statement concerning
supervision received.
Relation to other jobs
Describes and outlines the coordination required by
the job.
Job summary
Condensed explanation of the content of the job.
Information concerning
job requirements
The content of this area varies greatly from job
to job and from organization to organization.
Typically it includes information on such topics as
machines, tools, and materials; mental complexity
and attention required; physical demands and
working conditions.

Basic Terminology 

Job Analysis 
 Products
of Job Analysis 
 Job Analysis
Methods
1. Observation
 2. Interviews
 3. Questionnaires   

 Potential
Problems with Job Analysis
Table 4.2
Contents of a Job Description
A job description should be a formal, written document, usually from one to
three pages long. It should include the following:
 Date written.
 Job Status (full-time or part-time; salary or wage).
 Position title.
 Job summary (a synopsis of the job responsibilities).
 Detailed list of duties and responsibilities.
 Supervision received (to whom the jobholder reports).
 Supervision exercised, if any (who reports to this employee).
 Principal contacts (in and outside the organization).
 Related meetings to be attended and reports to be filed.
 Competency or position requirements.
 Required education and experience.
 Career mobility (position[s] for which job holder may qualify next).

Basic Terminology 

Job Analysis 
 Products
of Job Analysis 
 Job Analysis
Methods
1. Observation
 2. Interviews
 3. Questionnaires   

 Potential
Problems with Job Analysis

Basic Terminology 

Job Analysis 
 Products
of Job Analysis 
 Job Analysis
Methods
1. Observation
 2. Interviews
 3. Questionnaires   

 Potential
Problems with Job Analysis
Potential Problems with Job
Analysis-1
1.Top management support is missing.
2.Only a single means and source are used
for gathering data.
3.The supervisor and the jobholder do not
participate in the design of the job analysis
procedure.
Potential Problems with Job
Analysis-2
4.No training or motivation exists for
jobholders.
5.Employees are not allowed sufficient time
to complete the analysis.
6.Activities may be distorted.
7.There is failure to critique the job.

Job Design 
 Job
Scope and Job Depth
 Alternative
Work Schedules
Flextime
 Telecommuting
 Job Sharing
 Condensed Workweek

Table 4.7
Advantages of Job Specialization
1. Fewer skills required per person, which makes it easier to recruit and train
employees.
2. Increased proficiency through repetition and practice of the same tasks.
3. More efficient use of skills by primarily utilizing each employee’s best
skills.
4. Low wages due to the ease with which labor can be substituted.
5. More conformity in the final product or service.
6. Different tasks performed concurrently.

Job Design 
 Job
Scope and Job Depth
 Alternative
Work Schedules
Flextime
 Telecommuting
 Job Sharing
 Condensed Workweek


Job Design 
 Job
Scope and Job Depth
 Alternative
Work Schedules
Flextime
 Telecommuting
 Job Sharing
 Condensed Workweek

Questions