Job Analysis, Job Design and Job Evaluation

Job Analysis Job analysis is a process of studying and collecting information relating to operations and responsibilities of a specific job The immediate products of this analysis are Job description and Job specifications

Job Description
Written narrative describing activities performed on a job; includes information about equipment used, working conditions etc.

Job Specification
Identifies major job responsibilities; outlines specific KSA, and other physical and personal characteristics necessary to perform a job.

Job description Job title Location Job summary Duties Machines, tools etc. Supervision given or / and received Working conditions hazards

Job specification Education Experience Training Judgment Initiative Physical effort Communication skills etc.

Reasons for conducting Job analysis Staffing Training and Development Performance appraisal Compensation and Benefits Safety and Health

Sources of Job data Non human Sources Existing Job descriptions and job specifications Equipment maintenance records Films of employee working Training manuals Popular literature such as magazines and newspapers

Human Sources Job analyst Job incumbents Supervisors Job experts

Methods of collecting Job data Observation Interview Questionnaire Checklist Technical conference method Diary method Position analysis questionnaire Management position description questionnaire Functional job analysis

JOB DESIGN Definition Job design involves systematic attempt to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. The process by which managers decide individual job tasks and authority

Job design decisions

Who What Where When Why
Objectives And Motivation Of The Worker.

How
Method of Performance And Motivation.

Mental and Tasks to Physical Be Characteristics Performed. Of the Work force.

Geographic Time of locale day Of the Organisation; Location of Work areas

Ultimate Job structure

Techniques/Approaches to Job design

Individual Job Design Techniques & Group Job Design Techniques

Individual Design Options

WORK SIMPLIFICATION JOB ROTATION Rotating from job to job within an organization. JOB ENLARGEMENT Adding more tasks to the job: Horizontal Loading

Group Design Options

WORK TEAMS Large task that is completed by a group of people AUTONOMOUS WORK GROUPS/SELF-MANAGED TEAMS Work teams are given a goal to achieve and the control over its accomplishment.

Job Design Techniques

JOB ENRICHMENT Making jobs more meaningful and Challenging: Vertical Loading

CASE

Employee X Duties and Responsibilities BASIC DUTIES

Scheduling his sub ordinate salesmen for sales.

Making Reports of Sales Listening to consumer responses and feedbacks and forwarding them to the seniors.

New Job Designed

Job Enrichment

Scheduling his sub-ordinate salesmen + Target was given to him with adequate powers to achieve it

New Job Designed

Job Enlargement Listening to consumer responses and feedbacks and forwarding them to the seniors.

+
Trained to guide and give solutions to unsatisfied consumers.

Factors affecting Job design Organizational factors eg.Ergonomics Environmental factors eg.Employee abilities and availability Behavioural factors eg.autonomy,variety etc. An effective job design will satisfy the

requirements of the task as well as the psychological and social needs of the individual.

Job Evaluation Definition Job evaluation is a process of analysis and assessment of jobs to ascertain reliably their relative worth ,using assessment as a basis for a balanced wage structure

Methods of Job evaluation Non-quantitative method Ranking method/job comparison method Grading Method/job classification method
Quantitative method Point rating method Factor comparison method

Process of Job evaluation Gaining acceptance Creating job evaluation committee Finding jobs to be evaluated Analyzing and preparing job description Selecting method of evaluation Classifying jobs Installing programs Periodical review