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