Job design and analysis

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What is a job?

 A set of related tasks

 Work is a synonym for job, it means the
actual physical and mental activity that is
undertaken.
 Job analysis: process of collecting information
about a job

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Nature of Job analysis
 Knowledge: familiarity with the job
 Skill :capability to operate the system
 Ability: both physical and mental capabilities to
perform task other than use of tools
 Job-oriented activities: what to be accomplished,
responsibilities attached
 Work performance: time taken, error analysis etc.
 Job context: Physical working condition, social
context, incentives

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Job analysis provides two sets of data:

 Job description: what all a job involves, tasks

responsibilities, working conditions, duties, hazards,
etc
 Job specification: capabilities a job holder should
possess such a experience, education, analytical
skills, communication skills
 A match between two is essential skills

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Process of Job analysis

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 Strategic choices
 Employee involvement: info from employees on their
job
 Levels of details according to the purpose of
analyzing the job
 When and how often: in new organization, new job in
established organization, new technology
 Past oriented vs future oriented: mostly done to
understand past and present job design, may also
include future projections and predictions
 Source of job data: already existing data, data from
male and female employees, different age groups.
 De-jobbed: amorphous and difficult to define jobs

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 Information gathering: type of data to be collected,
methods to be employed for data collection, who should
collect the data
 Information processing: useful in job description and
job specification

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 Purposes of Job analysis
 HRP: how many and what type of
personnel required
 Recruitment and selection
 Training and development
 Job evaluation: determine relative value
of each job to establish wage and salary
differentials.
 Personnel information is improved

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Methods of collecting Job data

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 Observation
 Questionnaire
 Interview
 Checklist
 Diary method: job holders to record in details their activities
 Technical conference method: from supervisors
 Functional job analysis: work-oriented job analysis, attempts to describe
the whole person on the job- mentor, data and things
 Fleishman Job analysis System-attributes of individual that account for the
difference in performance
 Position Analysis questionnaire-Earnest –McCormick and associates-working
conditions, working behavior and Job characteristics generalizable across
wide variety of jobs
 Task Analysis Inventory-KSA , tasks in job, time sent, required, difficulty,
no. of times performed, relevance of the task, time needed to learn the task

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 Job Analysis and TQM: total
commitment to quality??
 Job analysis and SHRM: what should be
the job description in the present as well as
in the future ventures of the firm
 Job analysis
 Potential problems
 Requisites for job analysis
 Competency based job analysis
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Job Design

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What is job design?

Conscious efforts to organize tasks, duties and

responsibilities into a unit of work to
achieve certain objectives.
 The specification of individual tasks
 Specification of the methods of performing
each task
 The combination of tasks into specific jobs
to be assigned to individuals

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Factors affecting job design

 Organizational factors
 Characteristics of tasks
 Work flow
 work practice: way of doing the job
 Ergonomics: balance between physical abilities and
characteristics of individuals and the job they do.

 Environmental factors
 Employee ability and availability
 Social and cultural expectations

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 Behavioral factors:
 Feedback
 Autonomy
 Use of abilities
 Variety

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Job design Approaches

 Job rotation: adds variety and reduces boredom

 Job engineering: tasks to be performed, layout
of workplace, performance standards
 Job enlargement
 Task variety
 Meaningful work modules
 Ability utilization

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 Job enrichment
 Direct communication
 Increased learning
 Personal accountability
 Direct feedback

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Contemporary issues in Job
design
 Telecommunicating
 Technostress
 Task revision

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