Polytechnic University of the Philippines

Sta. Mesa, Manila

Angel Lie Magnaye

BSBAHRM 1-A

ASSIGNMENT #4

QUESTIONS:

1. Assume you are the general manager of a service department. How might
formally written job requirements help you manage your work unit?
2. Discuss the various ways in which a job analysis can be completed.
Compare and contrast these methods, noting the pros or cons of each.
3. Why is employee motivation such an important aspect of designing today’s
jobs? The job characteristics model has five components—skill variety, task
identity, task significance, autonomy, and feedback. Provide an example of
how each component can be used to improve an organization and the job
of an employee. (Suggestion: Consider your present or a recent job to
answer this question.)

ANSWERS:

1. By letting others know what skills are needed to do the work and the physical
demands of doing the job, the qualifications required to set the rules for the role.
2. Interviews - A job analyst or supervisor interviews individual employees and their
managers about the parameters of the job. Highlights in HRM 1 shows the types
of questions asked as part of job analysis interviews.

Questionnaires - The job analyst or supervisor circulates standard questionnaires

for jobholders to fill out individually. The forms contain questions similar to those
asked in an interview.

Observation - The job analyst or supervisor learns about the job by observing
and recording the activities associated with it on a standardized form.

Diaries. Jobholders are asked to keep diaries of their work activities for an entire
work cycle. The diaries are normally filled out at specific times of the work shift (such as
every half hour or hour) and maintained for a 2- to 4-week period.
  Job analysis software and templates available on the Web have greatly facilitated
the job analysis process. They normally contain task statements that can apply to many
different jobs. Managers and employees select those statements that best describe the
job under review, indicating the importance of the task to the job.
3. Top-down approaches (industrial engineering and ergonomics) focus on the
tasks of a job and how they can be done better. Bottom-up approaches
(enrichment and empowerment) are more person-focused. The idea behind
these two approaches is to design jobs so that the people doing them are more
motivated to do them well. Motivating people is especially important when you
consider the fact that job design. An outgrowth of job analysis that improves jobs
through technological and human considerations in order to enhance
organizational efficiency and employee job satisfaction.