JOB ANALYSIS & JOB DESIGN

Kelompok 3:
Angga Perwira Utama
Aprillia S Putri
Hafizul Rachman
Karina Nadila
Syofrendi Andika Harun
Yusup
Definisi Job Analysis

Proses pengumpulan informasi tentang suatu jabatan yang meliputi tanggung

jawan, tugas, dan kegiatan yang terdapat dalam jabatan tersebut.

Fungsi HR

Metode 1. Workflow analysis & job

Analisa design
2. Recruitment & Selection
Jabatan
3. Training & Development
Deskripsi 4. Performance appraisal &
Jabatan compensation
Analisa Jabatan 5. Compensation
Spesifikasi management
Jabatan 6. Legal compliance
The Process of Job Analysis
Performing Job Analysis
1. Select jobs to study
2. Determine information to collect: Tasks, responsibilities, skill
requirements
3. Identify sources of data: Employees, supervisors/managers
4. Methods of data collection: Interviews, questionnaires,
observation, diaries and records
5. Evaluate and verify data collection: Other employees,
supervisors/managers
6. Write job analysis report
* Gathering Job Information
• Interviews
• Questionnaires
• Observation
• Diaries

* Controlling the Accuracy of Job Information

• Factors influencing the accuracy of job information
Other Sources of Job Analysis Information
Preparing the Job Description
Parts of a Job Description

• Job Title

• Job Identification

• Essential Functions (Job Duties)

• Job Specifications
 Determining Job Requirements
Nature of: Basis for:
Job Analysis
• What employee does?
• Why employee does it? • Determining job requirements
• How employee does it?

Job Description
• Employee orientation
• Summary statement of the job
• Employee instruction
• List of essential functions of the job
• Disciplinary action

Job Specification
• Personal qualifications required in • Recruitment
terms of skills, education and • Selection
experience • Development
 Job Design
• Job Design
• An outgrowth of job analysis that improves jobs through technological and
human considerations in order to enhance organization efficiency and
employee job satisfaction.
• Job Enrichment (Herzberg)
• Enhancing a job by adding more meaningful tasks and duties (vertical
expansion) to make the work more rewarding or satisfying.
• Providing opportunities for achievement, recognition, growth, responsibility,
and performance.
Job Enrichment Factors
1. Increasing the level of difficulty and responsibility of the job
2. Allowing employees to retain more authority and control over work
outcomes
3. Providing unit or individual job performance reports directly to
employees
4. Adding new tasks to the job that require training and growth
5. Assigning individuals specific tasks, thus enabling them to become
experts
Industrial Engineering Considerations
• Industrial Engineering
• Ergonomics

Job Characteristics
1. Skill variety
2. Task identity
3. Task significance
4. Autonomy
5. Feedback

Employee Empowerment
• Employee Empowerment
• Granting employees power to initiate change, thereby encouraging
them to take charge of what they do.
• Organizational conditions favouring empowerment
 Employee Teams
• Employee Teams
• An employee contributions technique whereby:
• Work functions are structured for groups rather than
for individuals
• Team members are given discretion in matters
traditionally considered management
prerogatives, such as process
improvements, product or
service development, and
individual work assignments.
• Forms of Employee Teams:
• Cross-Functional Teams
• Project Teams
• Self-Directed Teams
• Task Force Teams
• Process-Improvement Teams
• Virtual Teams
 Flexible Work Schedules
• Compressed Workweek
• Flextime
• Job Sharing
• Telecommuting
Case: Virtual Teams in Action: Building
the F-35 Fighter