Managing

Work Flow
and
2 Conducting
Job Analysis

2-1
Working in Teams…

• Include members from

different levels of organization
• Monitor teams to ensure free exchange
of ideas and creativity
• Select members for expertise, diverse
perspectives and ability to collaborate
• Coordinate with managers to make time
for team meetings
2-2
Approaches to Job Design
• Work simplification
• Job enlargement
• Job rotation
• Job enrichment
• Team-based job design

2-3
 JOB ANALYSIS

• IS A FORMAL AND DETAILED

EXAMINATION OF THE JOB. It is a
process of gathering information about a
job.
• In other words identification and
identifying the required task, the
knowledge and the skill necessary to
perform the job.

2-4
 Steps in Conducting
a Job Analysis…

4 - Document the job analysis

3 – Prepare job description and

specification
2 - Gather info about how the job is done

1 - Select the job to be analyzed

2-5
 Job Analysis:
What is Analyzed?
• Work activities
• Schedule
• Location
• Materials used
• Job performance
• Skills and training
• Supervision, promotions
• Products, services
2-6
 Job Analysis:
Gather Information (over time)
• Personal Observation
• Critical Incidents
• Interview
• Questionnaire
• Position analysis questionnaire and
• Management position description
questionnaire.

2-7
 Job description

• Is a written statement of what the job holder

does, how it is done, under what conditions it is
done and why it is done.

• Job specification: summarises the human

characteristics required of a person to do a
particular job.
• These can be Essential, Desirable and contra
indicators.
2-8
Job Description…

• identification info
• job summary
• duties
• responsibilities
• working conditions
• job specifications
• minimum qualifications

2-9
 JOB EVALUATION

• Job evaluation is the process of

systematically determining a relative value
of jobs in an organisation. In all cases the
idea is to evaluate the job, not the person
doing it.

2 - 10
 Techniques of Job Evaluation

• Job Ranking
• is the most simple form. Basically you just order
the jobs according to perceived seniority
• Pair Comparison
• introduces more rigour by comparing jobs in pairs,
but really it's a more structured way of building a
basic rank order.
• Job Matching
• Usually this evaluation will be done with a Point
Factor Analysis (PFA) or classification system.

2 - 11