PROJECT OF HUMAN

RESOURCE MANAGEMENT
PRESENTED BY:
ALI SALEEM
M.WAQAS MEHMOOD
AMIRA AMJAD
PRESENTED TO:
MAJOR NAZZAR ABBAS

The Hajvery University Lahore.

(Euro Campus)
Job Analysis and Design
 Job Analysis
• Job analysis is a systematic investigation
of the tasks, duties and responsibilities
necessary to do a job.
• Job analysis is the process of collecting job
related information.
Objectives/Purpose of Job
Analysis
Process of Job analysis
 Process of Job analysis
STEP 1: STEP 2: STEP 3:
PREPARATION COLLECTION OF APPLICATION
FOR JOB JOB ANALYSIS OF JOB
ANALYSIS INFORMATION ANALYSIS
INFORMATION

•GENERAL •JOB •JOB

FAMILARITY WITH IDENTIFICATION DESCRIPTION
ORGANIZATION •QUESTIONAIRE •JOB
AND TYPE OF DEVELOPMENT SPECIFICATION
WORK •DATA •JOB STANDARDS
COLLECTION
 STEP 2: COLLECTION OF JOB
ANALYSIS INFORMATION
• Job Identification
Significant Characteristics of a
job
What the typical worker does
Materials and equipment the
worker uses
How a job is performed
Personal attributes required

Job Relationship
 Questionnaires
DEVELOPMENT
• Unstructured format is more useful
when:
– Questions are open ended.
– Questions that probing
– The number of incumbents is less
– Roles are unclear

• Structured more useful when:

– The jobs are fixed and duties extremely
 Which questionnaire to
use ?
A combination of structured
and unstructured
questionnaire should use.
It is more cost effective than
interview
From a large number of
employees.
 DATA COLLECTION:
Methods of Collecting Job Analysis
Data
• Observation
• Performing the job.
• Critical incidents
• Interview- individual & group
• Panel of experts
• Diary method
• Questionnaire
– Structured
– Unstructured
 Which method to use ?
• Factors to be considered before
choosing the method of collecting
data are:

– No. of job/employees to be considered.

– Time limit
– Cost factors
– Education levels of incumbents
– Type of data required.
 STEP 3: APPLICATION OF
JOB ANALYSIS INFORMATION
• The information obtained from job analysis is
classified into three categories.

–Job description

–Job specification

–Job STANDARDS
 Job Description
• A job description is a written statement of the
duties, responsibilities, required qualifications
and reporting relationships of a particular job.

• The job description is based on objective

information obtained through job analysis.

• Job description acts as an important resource for

– Describing the job to potential candidates
– Guiding new hired employees in what they are
specifically expected to do
– Providing a point of comparison in appraising
whether the actual duties align with the stated
duties.
 Example of Job Description
JOB TITLE:_____ OCCUPATIONAL
CODE:________
REPORTS TO:_____________ JOB NO. : ______
GRADE LEVEL: _______________
AS ON DATE :_________

FUNCTIONS (job summary):

____________________________________________________________
__________________________________________

TASKS AND DUTIES:

____________________________________________________________
__________________________________________

WORKING CONDITIONS:
____________________________________________________________
__________________________________________
 Job specification

• Job specifications specify the minimum

acceptable qualifications required by the
individual to perform the task efficiently. Based
on the information obtained from the job analysis
procedures, job specification identifies the
qualifications, appropriate skills, knowledge, and
abilities and experienced required to perform the
job.

• Job specification is an important tool in the

selection process as it keeps the attention of the
selector on the necessary qualifications required
 Example of Job
Specification
JOB TITLE: __________________________
SKILLS FACTORS:
EDUCATION:_______________________________
APPEARANCE: :_____________________________
COMMUNICATION:__________________________
PREVIOUS WORK
EXPERIENCE:_________________
SPECIAL ABILITIES:___________________________
SPECIAL KNOWLEDGE &
SKILLS:________________
EFFORTS:
MENTAL EFFORTS:____________________
PHYSICAL EFFORTS:___________________
WORKING
CONDITIONS:___________________________________________
OTHER :
________________________________________________________
 Job Evaluation
(JOB STANDARDS)

• Job evaluation provides the relative value

of each job in the organization. It is an
important tool to determine compensation
administration.

• If an organization is to have an equitable

compensation program, jobs that have
similar demands on terms of skills,
education and other characteristics should
be placed in the common compensation
groups.
 Job Design
• Is the process of structuring work
and designating the specific
activities at individual or group
levels .
• It determines the responsibility of
an employee
• The authority he enjoys over his
work
• Scope of decision making , level
of satisfaction & productivity
 Modern Management
Techniques OF JOB REDESIGN
• UNDER SPECIALIZATION
• OVER WORK
• REDUCTION OF DUTIES IF
ANALYST FEELS THAT THERE IS
MORE WORK FOR AN EMPLOYEE.
• OVER SPECIALIZATION
• UNDERWORK
• INCREASING OF DUTIES IF
ANALYST FEELS THAT THERE IS
LESS WORK FOR AN EMPLOYEE.
 OVER SPECIALIZATION
(3 WAYS OF INCREASING JOB)
• Job Enlargement
ADDING MORE TASKS
• Job Enrichment
ADDING MORE
RESPONSIBILITY
• Job Rotation
ROTATING EMPLOYEES
FOR ONE JOB TO ANOTHER JOB
 OTHER Techniques OF JOB
REDESIGN
• Flextime
• Job sharing
• Working from home
 ELEMENTS OF JOB DESIGN:
• BEHAVIORAL
ELEMENTS:
• Skill Variety
• Task Identity
• Task Significance
• Autonomy
• Feedback
 ORGANIZATIONAL
ELEMENTS:
• MECHANISTIC
APPROACH
• WORK FLOW
• WORK PRACTICES
• ERGONOMICS
 ENVIRONMENTAL
ELEMENTS:
• EMPLOYEES ABILITY &
AVAILABILITY
• SOCIAL & CULTURAL
EXPECTATIONS
• Q: why do you do job analysis?
We do job analysis. So we can know
whether the org. needs more employees
or not. (H.R.P.) For placement, selection,
job description, training & development,
and for redesigning the job.
• Q: How do you identify jobs which will be
analyzed?
We identify job through hierarchy chart
and from pay roll record.
• Q: which type of questionnaire you use
for collecting job analysis information?
Structured? or unstructured?
An optimum combination of structured
as well as unstructured questions can
lead to the best questionnaire. A
questionnaire is the best alternative to
interviewing a large number of
employees. It is much more cost
effective.
• Q: What are the methods of collecting
job analysis data?
Observation
Performing the job.
Questionnaire
Interview- individual & group
• Q: How do you determine the job
standards in your organization?
As it is the level of performance and
pay decided according to the
performance. we use factor comparison
chart for deciding the pay of an
individual. We placed the jobs that have
similar demands on terms of skills,
education and other characteristics in
the common compensation groups.
• Q: which technique do you use for over
specialization (for increasing job)?
It depends on the type of job. Normally
• Q: do you consider environmental
elements?
Yes, we take care of their social and
cultural expectations.
• Q: do you consider behavioral
elements in redesign the job?
Yes, definitely!! Most employees
want autonomy and verity on their
job. We consider behavioral elements
while we are redesigning their job.