Job Analysis
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Transcript of Job Analysis
JOB ANALYSIS AND DESIGN
A managerial activity, performed within organisations, and directed at gathering ,
analysing, and synthesizing information about jobs, information that serves as the foundation for organisational planning and design, human
resource management, and other managerial functions
(Ghorpade and Atchinson, 1980)
Links between job analysis and Human Resource Management
Job Information
• job description
• worker specification
• performance criteria
• compensable factors
• job families
Job design
Human resource planning
Recruitment and selection
Performance appraisal
Compensation
Training and development
What is analysed ?
• Work activities• The job context• tools, machines, equipment, and
work aids used• how the job performed• the personnel requirements for the
job• job relationships• job-related tangibles or intangibles
How will the information be obtained?
• Observation• interviews• panel of experts• questionnaires• diary/log• film• combination
The three phases of job analysis information
General familiarity with organisation and type of work
Job identification
Questionnaire development
Data collection
Applications:• job
descriptions• job
specifications
• job standards
Addition to human resource information system
PREPARATION FOR JOB ANALYSIS
COLLECTION OF JOB ANALYSIS
INFORMATION
APPLICATIONS OF JOB ANALYSIS INFORMATION
Job Descriptions
A written statement that explains the duties,
working conditions, and other aspects of a
specified job
Job Specifications
A description of the job demands on the employees who do it and the
human skills that are required. It is a profile of the human
characteristics needed by the person performing the job.
Job Performance Standards
Standards that become targets for employee efforts; and
Standards are criteria against which job success is measured.
The Job-Design Input-Output Framework
Feedback
Job design
TRANSFORMATION PROCESS
Organisational elements
Environmental elements
Behavioral elements
INPUTS
Productive and satisfying jobs
DESIRED OUTPUTS
ELEMENTS OF JOB DESIGN
• mechanistic approach
• work flow
• work practices
• ergonomics
• autonomy• variety• task
identity• task
significance
• feedback
ORGANISATIONAL ELEMENTS
ENVIRONMENTAL ELEMENTS
BEHAVIORAL ELEMENTS
• Employee abilities and availability
• social and cultural expectations
Techniques of Job Redesign
• Underspecialisation– work simplification– reengineering
•Overspecialisation– job rotation– job enlargement– job enrichment– autonomous work teams