Reported by group 1

Thestudents will be able to participate

during the reporting of the reporters.

The students will be able to understand what

is job analysis and job design.
 What is a job
What is job Design
Alternative Work Schedules
Job Analysis
Types of Job Data
Sources of Job Data
Methods of Gathering Information
Products of Job Analysis
1) Job Design can impact employee
performance.
2) Job Design can affect job satisfaction.
3) A good job design may help reduce turnover
and absenteeism
4) Job Design can affect a worker both
physically and mentally.
 Job- may define as grouping of similar
positions.
Position-is a collection of tasks, duties, and
responsibilities performed by a single person.
Task-is composed of motions and is distinct
identifiable work activity.
Duty-is composed of number of task and is
a larger work segment performed by an
individual.
Responsibilities-are obligations to perform
certain tasks and duties.
 Job Analysis is sometimes called the
cornerstone of HRM because the information
it collects serves so many HRM functions.

Maybe define as an approach that specifies

the tasks that constitute a job for an
individual or a group.

Theobjective is to develop requirements of

organization and the technology that satisfy
the personal and individual requirements of
the ob holder, designing jobs.\
 Job specialization and enrichment
Psychological components
Ergonomics and work methods, and
Motivation and incentive systems.
 Specialization is an important consideration in
designing jobs. Since specialization requires a
worker to concentrate on one particular type of
work, labor costs are reduced in several ways.

Job enlargement is the grouping of a variety of

tasks about the same skill level. The grouping is
horizontal in nature.

Job enrichment, on the other hand is a method

of giving an employee more responsibility that
includes some of the planning and control
necessary for job accomplishment. This is equal
to vertical enlargement of the job.

Psychological Components- The objective is to

improve the quality of work life, job
satisfaction, and motivation of employees.
 The content of the job must be reasonably
demanding and must provide some variety;
The worker must be provided with the opportunity to
learn on the job and this must be continuously
provided;
The worker must be allowed to have some minimal
area of decision-making that he can call his own;
The worker must be provided with some degree of
social support and recognition;
The worker must be allowed to relate to his social
life what he produces; and
The worker must be made to feel that performing his
job well leads to a desirable future.
 Ergonomics- is the study of the relationship
between people at work and their working
conditions, especially the machines they use.
The use of ergonomics has contributed a lot
to making tasks easier to perform.

Some Work Methods are superior that

others. If one is using an inferior work
method, a better one must be devised. This
can be achieved through methods analysis
which focuses on how a task is accomplished.
 Motivation and incentive Systems
Money is a powerful motivator and it is used in the

form of bonuses, gain sharing, and incentive systems.

Bonuses, w/c are given in cash or stock options, are

often used to motivate executives.

Gain sharing are rewards given to the employees when

organization has improved its performance. Incentive
systems are monetary rewards to individuals or group
based on production above the standard requirement.
Work schedule is another factor that affects job design. These alternative
work schedules consist of the ff:

Flex-Time- is a work scheduling system in w/c workers are required to

work a number of hours per week but are free, within limits, to vary the
hours of work.
Compressed Workweeks- the arrangement under compressed workweeks
calls for performing one weeks work in less than five days. This is
designed to allow their families or doing some other important activities.
Part-time Employment-are more suited to parents with small children,
single parents, the elderly, and the handicapped.

Part-time employment may be classified as ff:

Permanent part-time employment

Job sharing-occurs when two part-timers share full-time job.
Work sharing- happens when some or all employees reduce work on a
percentage basis.
Temporary part-time work
Name of Professor Days Time
Dr. Gelene Tobeza Mon-Fri 8:00-12:00/1:00-5:00
Prof. Beama Hernandez Mon-Fri 7:00-12:00/1:00-4:00
Dr. Marjean Puebla Mon-Fri 9:00-12:00/1:00-6:00

Name of Professor Days Time

Dr. Gelene Tobeza Mon-Thu 10hrs/day
Prof. Beama Hernandez Mon-Wed 12hrs/day
Dr. Marjean Puebla Mon- 9 hrs a day
Fri(1/2) 4 hrs on 5th day
Work schedule is another factor that affects job design. These alternative
work schedules consist of the ff:

Flex-Time- is a work scheduling system in w/c workers are required to

work a number of hours per week but are free, within limits, to vary the
hours of work.
Compressed Workweeks- the arrangement under compressed workweeks
calls for performing one weeks work in less than five days. This is
designed to allow their families or doing some other important activities.
Part-time Employment-are more suited to parents with small children,
single parents, the elderly, and the handicapped.

Part-time employment may be classified as ff:

Permanent part-time employment

Job sharing-occurs when two part-timers share full-time job.
Work sharing- happens when some or all employees reduce work on a
percentage basis.
Temporary part-time work
 Job analysis is sometimes called the cornerstone
of HRM because the information it collects
serves so many HRM functions. Job analysis is the
process of obtaining information about jobs by
determining the duties, tasks, or activities of
those jobs.

Defined as a systematic investigation of the

tasks, duties, and responsibilities required in a
job, and the necessary skills, knowledge, and
someone needs to perform the job adequately.
 Information obtained through job analysis is very useful in performing
various HRM activities. these are the ff:

1. Job Definition- defining job through job description of duties and

responsibilities is very useful to the employee holding the job, as well
as prospective employee and the supervisor.

2. Job Redesign- when there is a need to change the current design of

obs, this will be detected in the process of job analysis.

3. Recruitment- the idea in recruitment is to be able to hire people who,

more or less, will fit the jobs they are to hold.

4. Selection and placement- selecting the best among the various

qualified job applicants is made easier when the requirements of the
job are spelled out in clear and precise terms.

5. Orientation- when the requirements of the job are clearly understood,

orienting new employees becomes a matter of procedure.
6) Training- information provided in job analysis is useful in
determining what aspects of the ob must be included in
training.

7) Career counseling- knowledge of the various jobs in the

organization will make career counseling activities easier
and more effective.

8) Employee safety- in a ob analysis, practices of current

jobholders that are deemed unsafe are brought into the
open.

9) Performance appraisal- it is very difficult to evaluate the

performance of an employee if the evaluator does not
have a thorough understanding of what actions are
expected of the employee in the performance of his job.

10) Compensation- job analysis provides some basis in

determining the worth of a job.
 Job data is classified into the following:
1. Behavioural descriptors-consist of 2 aspects:
Job oriented activities-refer to a job specific terms,
such as types correspondence, accounts, or delivers
lectures.
Work oriented activities- refer to the human behavior
(finger movement)
2. Ability requirements-refers to the human
abilities that are required to perform a job.
3. Job characteristics-are other factors which
may be needed to be identified like
motivational characteristics present in the job,
working conditions, and the work schedule.
4. Information about the equipment used on the
job.
 These sources maybe human or
nonhuman. Sources may also be classified
as internal or external. Internal sources
are those found within the confines of the
organization, while External sources are
those outside of it.
1. Observation-is a method of job analysis in which the
analyst observes the person performing the job and
takes notes to describe the tasks and duties performed.
2. Interview-method requires the ob analyst to personally
meet and interview the jobholder.
3 ways of gathering information using the interview method:
Interviewing the job incumbent
Interviewing a group of employees having the same job
Interviewing the job incumbent supervisor who is thoroughly
knowledgeable about the under consideration.

Structured interview- a pre designed format

Unstructured interview-does not use a
definite format.
3. Questionnaire- a pre-designed survey
instrument is used under the questionnaire
methd of gathering information.
2 types of questionnaires:
Position Analysis Questionnaire- highly
specialized instrument used in analysing jobs in
terms of employee activities.
Management position description questionnaire-
this highly structured questionnaire is used in
analysing jobs of managers.
1. Job description- a written statement of the tasks,
duties, and responsibilities in a job.
The job description contains the ff:
The job title
The duties to be performed
The distinguishing characteristics of the job
Environmental conditions
The authority and responsibilities of the jobholder

The job descriptions are very useful tools in the

performance of the ff:

Describing the job to potential candidates

Guiding newly-hired employees
Providing a point of comparison between what are stated in the
job description and what are actually performed by the current
jobholder
2. Job specification-is a statement defining
the qualifications of the person needed to
do the job. It is used mainly as guides in
recruiting and selecting people to fill jobs.
3) Job Evaluation-is the systematic
determination of the relative worth of jobs
within an organization. it is also done by using
information generated through job analysis.