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HRM - Job Analysis

This document discusses job analysis and job design. [1] Job analysis is the process of determining the duties and requirements of a job through gathering information on work activities, tools used, and personal requirements. This information is used to create [2] job descriptions that outline the duties and responsibilities, and job specifications that describe ideal candidate qualifications. Recent trends in job design include de-jobbing, total quality management, skill matrix approaches, and socio-technical systems that consider both social and technical job factors. [3] Proper job analysis and design can impact productivity, satisfaction, and organizational goals.

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776 views21 pages

HRM - Job Analysis

This document discusses job analysis and job design. [1] Job analysis is the process of determining the duties and requirements of a job through gathering information on work activities, tools used, and personal requirements. This information is used to create [2] job descriptions that outline the duties and responsibilities, and job specifications that describe ideal candidate qualifications. Recent trends in job design include de-jobbing, total quality management, skill matrix approaches, and socio-technical systems that consider both social and technical job factors. [3] Proper job analysis and design can impact productivity, satisfaction, and organizational goals.

Uploaded by

hahire
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
  • Job Analysis Introduction
  • Importance of Job Analysis
  • Key Concepts of Job Analysis
  • Recent Trends in Job Analysis
  • The Process of Job Analysis
  • Uses of Job Analysis
  • Job Design
  • Factors Affecting Job Design
  • Job Design Approaches
  • Socio-technical Systems
  • Recent Issues in Job Design

Job Analysis

Himanshu Ahire
Roll No 13
1
Objective
The Nature & Process of Job
Analysis

Job Design

Factors Affecting Job Design

Techniques of Job Design

2
Why Do we need Job Analysis ?
• The Entrepreneur Role
• The Manager Role
• The Technician Role

3
Job Analysis
Job Analysis : Job analysis is a procedure through
which management can determine the duties of a
particular job in a organization & the characteristics of
people to hire for job.

Job Description : A list of what the job entails.

Job Specification : What Kind of people should be


hired for job

4
Recent Trends

De-jobbing, TQM,
Six Sigma

Skill Matrix
Approach

5
The Process of Job Analysis
1. Strategic Choices

2. Gather Information

3. Process Information

Job Description
Application In the
Organization
Job Specification

6
Step:1 Strategic Choices
Extent Employee Involvement

The Level Of Details

Timing & Frequency

Past Vs Future Oriented

Source Of Job Data

7
Step:2 Information Gathering
Work Activities
What Type Of Data Machines , Tools used
To be collected ? Job Context
Personal Requirement

Interview
Observation
Information What Methods Questionnaires
Gathering used for data Checklist (Yes/No)
collection ? Technical Conference
Diary

Who Should Trained Analyst


Collect Data ? Supervisor
Job Holder

8
Step:3 Information Processing
Job Description Job Specification

Job Title Employee


Qualification
Range
Skill & Abilities
Department
Experience Required
Immediate level
subordinates

Objective of Job

Duties &
Responsibilities
9
Uses of Job Analysis
Human Resource Planing Job Evaluation

Training & Development Safety & Health

Remuneration Personal Information

Performance Appraisal

Recruitment & Selection

10
Job Design

Job Design : Involves conscious efforts to organize


tasks, duties and responsibilities into a unit of work to
achieve certain objectives.
Three Steps for Job design

The specification of Individual Task

Methods to perform these Task

The combination of tasks into specific job

11
Factors Affecting Job Design

Productivity
Organizational Factors & Satisfying
Job

Environmental Factors Job Design

Behavioral Factors

12
Factors Affecting Job Design

Organization Environmental Behavioral


Factors Factors Factors

• Task •Employee ability •Feedback


Characteristics & availability •Use of abilities
(how many Tasks ? •Social & Cultural •Variety in Job
Complexity of Expectation
Task ? )
• Work Flow
•Ergonomics

13
Job Design Approaches
High Socio-technical System

Job Enrichment(motivation)
Impact

Medium
Job Enlargement (Add Task)
Job Engineering (Specialization)
Low Job Rotation
Low Medium High

Complexity
14
Job Rotation
Advantages

• Add Job Variety


• Reduce Boredom
• Development of Employee skills
• Create Flexibility

Disadvantages

• Increase Training Cost


• Time Lost
• Demotivate certain people

15
Job Engineering (Specialization)
Advantages

• Fast Learning Curve


• Fast work cycle
• Job Replacement Simple
• Less supervision Required

Disadvantages

• Create Boring Jobs


• Job holder may ge demotivated
• Performance decline over time

16
Job Enlargement ( Add more Task)
Advantages

• Task Variety
• Meaningful work modules
• Ability utilization
• Performance Feedback

Disadvantages

• Increase training cost


• Redesign existing production line
• Increase Pay

17
Job Enrichment ( Motivation)
Advantages

• Increase Task Efficiency


• Increase Satisfaction, Motivation
• Grater Recognition
• Job Involvement

Disadvantages

• ‘Enrich’ is a relative Term


• Assumption “People want more
Responsibility”
• Difficult to Implement

18
Socio-technical Systems

The Social System

The Technical System

19
Recent Issues in Job design

• Telecommuting ( Work From Home)


• Alternate work pattern ( Shifts/alternate day)
• Technostress ( Rummers )
• Knowledge Intensive work

20
Thank You

21

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