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Job design
Job Analysis
Job Descriptions
Job Description:
A list of tasks, duties, and responsibilities (TDRs) that a
particular job entails.
Key components:
Job Title
Brief summary/description of the job
List of the essential TDRs involved in carrying out the job.
Job Specifications
A list of the knowledge, skills, abilities, and other
characteristics (KSAOs) that an individual must
have to perform a particular job.
Knowledge
Skill
Ability
Other Characteristics
Importance of JA
Recruitment
Selection
Performance
Appraisal
Training
Compensation
Management
ONET
O*NET database
(Occupational
Information Network)
Comprehensive online
JD and JS database
Developed by the U.S.
Department of Labor
Sources
IMMEDIATE
SUPERVISOR
DOT
Dictionary of
Occupational Network
Published by the U.S.
Department of Labor.
Contains standardized
and comprehensive
descriptions of over
12,000 jobs.
Employee
recording
Group discussion
Interviews
Interview both employee and supervisor.
Interview employee first, helping him or her describe duties
performed.
Then, job analyst normally contacts supervisor for additional
information.
Major drawback
Can be time-consuming
Employees may lack verbal skills
Some employees tend to exaggerate significance of their
tasks.
Focus Group
A focus group is a smallgroup discussion guided
by a facilitator.
Widely used to learn
more about opinions on
a designated job.
Employee Recording
Describe daily work activities
in diary or work log
Valuable in understanding
highly specialized jobs
Problem
Employees
exaggerating job
importance
Observation
Watching and observing the JOB HOLDER perform the job
and record observations.
Relatively simple & straightforward method of analyzing
jobs.
Allows the job analyst to gain a better understanding of
how the work is done and the KSAs needed to perform it.
Drawbacks
Time consuming
Difficulty in capturing entire job cycle
Of little use if job involves a high level of mental activity
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Questionnaires
Structured questionnaire given to employees
Typically 3-5 pages long and contains both
objective and open-ended questions
Typically quick & economical to use
Information can be obtained from large number
of employees in a relatively short time period
Used when large input is needed and time and
cost are limiting factors
Outcomes
Improved work
performance
Increased Internal
motivation
Lower absenteeism and
turnover
2.
3.
4.
5.
Skill variety
The extent to which a job requires a variety of skills to carry out the tasks
involved.
Task identity
The degree to which a job requires completing a wholepiece of work
from beginning to end.
Task significance
The extent to which the job has an important impact on others, either
inside or outside of the organization.
Autonomy
The degree to which the job allows an individual to make decisions
about the way work will be carried out.
Feedback
The extent to which a person receives clear information about
performance effectiveness from the work itself.
Job Rotation
Enlarging jobs by moving employees among several
different jobs.
Job Enrichment
Empowering workers by adding more decision-making authority
to jobs.
Individuals are motivated more by the intrinsic aspects of work.
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