Managing Persons In

Organization
“Job Analysis & Design”
Chapter 5
Class: MBA-(W)
Instructor: Sarwat Afzal
 Job Analysis
• The procedure for determining the duties
and skills requirement of a job and the
kind of person who should be hired for it.
• Collection of Job Analysis Information
– Job Identification
– Questionnaire Development
– Data Collection
• Interviews
• Panel of Experts
• Mail Questionnaire
• Employee Log
• Observation
• Combination
 Application of Job Analysis
Information
• Job Description is a written statement that
explain the duties, reporting relation ship,
working conditions and other aspects of a
specified job.
• Job Specification is a profile of human
characteristics needed by the person performing
the job, that is the requisite education,
experience, training, skill, and the ability to meet
physical and mental demands.
• Job Performance Standard serve two function:
– They become targets for employee efforts.
– They are criteria against which job success is
measured
 Overview of Job Design
Feedback

Organizational
elements

Environmental
elements Job Design Productive and
Satisfying job

Behavioral
elements

Inputs Transformation Process Desired Outputs

 Elements of Job Design
• Organizational Elements
– Mechanistic approach
– Work flow
– Work practice
– Ergonomics
• Environmental Elements
– Employee abilities and availability
– Social and cultural expectation
• Behavioral Elements
– Autonomy
– Variety
– Task identity
– Task significance
– Feedback
 Techniques of Job Redesign

• Underspecialization
• Overspecialization
– Job Rotation
– Job Enlargement
– Job Enrichment