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JOB ANALYSIS AND DESIGN
Chapter 2
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JOB ANALYSIS AND DESIGN
IMPORTANCE:
1. Job design can impact employee
performance
2. Affect job satisfaction
3. Help reduce turnover and
absenteeism
4. Affect worker both physically and
mentally
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JOB
• JOB – grouping of similar positions
• POSITION – collection of task, duties and
responsibilities performed by a single
person.
• TASK – composed of motions and distinct
identifiable work activity
• DUTY - composed of task in a larger work
segment performed by individual
• RESPONSIBILITIES – obligation to
perform certain task and duties.
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JOB DESIGN
An approach that specifies the task s that
constitute a job for an individual or a
group.
Objective:
develop requirements of the organizational
and the technology that satisfy the personal
and individual requirements of the
jobholder.
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JOB DESIGN
Design aspect:
1. Job specialization and
enrichment
2. Psychological component
3. Ergonomics and work methods
4. Motivation and incentive
systems
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JOB DESIGN
1. Job specialization and enrichment
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Specialization - Concentration on one particular
type of work
Job enlargement – grouping variety of work of the
same skill level
Job enrichment – vertical responsibility; giving
more responsibility includes planning and control
2. Psychological component
▫
The objective is to improve quality of life, job
satisfaction and motivation of employee
(reasonable job, training, opportunity to learn,
minimal decision making, social support and
recognition, social life, desirable future etc)
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JOB DESIGN
1. Job specialization and enrichment
2. Psychological component
3. Ergonomics and work methods
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Ergonomics: Study of the relationship between people
and their working conditions, specially machines the
use
Use of machines to reduce stress and fatigue
Work method: better way to accomplish task
4. Motivation and incentive systems
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Money the most powerful motivator
Bonuses: cash, stock options usually for executives
Gain sharing: reward given if organization gain profit
Incentive system: reward based production above
standard
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WORK SCHEDULE
1. Flex-Time – varying work hours, or
schedule.
2. Compressed workweeks – performing one
week’s work in less that five days.
3. Part-time employment
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Permanent part time
Job sharing- when two part-timers share
one full time work
Work sharing- when some or all employees
reduce work on a percentage basis
Temporary part time
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JOB ANALYSIS
A systematic investigation of the task,
duties, and responsibilities required in a
job, and the necessary skills, knowledge
and abilities someone needs to perform the
job adequately.
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JOB ANALYSIS
USES OF JOB ANALYSIS:
1. Job definition
2. Job redesign
3. Recruitment
4. Selection and placement
5. Orientation
6. Training
7. Career counseling
8. Employee safety
9. Performance appraisal
10.Compensation
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PROCESS OF JOB ANALYSIS
Phase I. Determining the scope of the project
Phase II. Deciding on what method/s of job
analysis to adopt.
Phases III. Actual collection and analysis of
data
Phases IV. Assessing job analysis methods
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TYPES OF JOB DATA
• Job Data - subject to collection efforts.
• Classification:
1. Behavioral description
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Job oriented activities- refer to jobspecific terms such as types of
correspondence, collects accounts, or
delivers lecture
Work oriented activities- refer to human
behaviors, mental process or personal
job demands
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TYPES OF JOB DATA
2. Ability requirement
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Perceptual speed, ability
Numerical aptitude
3. Job characteristics
4. Equipment information
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SOURCES OF JOB DATA
• Internal source
• External source
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METHODS OF GATHERING
INFORMATION
• Observation
• Interview
a.
b.
c.
Interviewing the job incumbent
Interviewing a group of employees having the
same job
Interviewing the job incumbent supervisor
who is thoroughly knowledgeable about the
job under consideration
• Questionnaire
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METHODS OF GATHERING
INFORMATION
• Questionnaire
a.
b.
Position analysis questionnaire- this is a
highly specialized instrument used in
analyzing jobs in terms of employee activities.
Management position description
questionnaire- this is highly structured
questionnaire is used in analyzing jobs of
managers
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PRODUCTS OF JOB ANALYSIS
• Job Description
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Job title
Duties to perform
Characteristic of the job
Environmental condition
• Job Specification
▫ Physique, attainment, general intelligence,
interest, disposition, special circumstances
• Job Evaluation