Job Analysis

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

Factors Affecting Job Design Techniques of Job Design

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

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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

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Recent Trends
De-jobbing, TQM, Six Sigma

Skill Matrix Approach

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The Process of Job Analysis
1. Strategic Choices 2. Gather Information 3. Process Information Job Description Job Specification Application In the Organization

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Step:1 Strategic Choices
Extent Employee Involvement The Level Of Details Timing & Frequency Past Vs Future Oriented Source Of Job Data
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Step:2 Information Gathering
What Type Of Data To be collected ? Work Activities Machines , Tools used Job Context Personal Requirement Interview Observation Questionnaires Checklist (Yes/No) Technical Conference Diary

Information Gathering

What Methods used for data collection ?

Who Should Collect Data ?

Trained Analyst Supervisor Job Holder
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Step:3 Information Processing
Job Description Job Title Range Department Immediate level subordinates Objective of Job Duties & Responsibilities
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Job Specification Employee Qualification Skill & Abilities Experience Required

Uses of Job Analysis
Human Resource Planing Training & Development Remuneration Performance Appraisal Recruitment & Selection Job Evaluation Safety & Health Personal Information

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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
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Factors Affecting Job Design
Productivity & Satisfying Job Job Design

Organizational Factors

Environmental Factors

Behavioral Factors

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Factors Affecting Job Design
Organization Factors Environmental Factors Behavioral Factors

• Task

Characteristics (how many Tasks ? Complexity of Task ? ) • Work Flow •Ergonomics

•Employee ability

& availability •Social & Cultural Expectation

•Feedback •Use of abilities •Variety in Job

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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
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Job Rotation
Advantages

• Add Job Variety • Reduce Boredom • Development of Employee skills • Create Flexibility

Disadvantages

• Increase Training Cost • Time Lost • Demotivate certain people

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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

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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

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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

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Socio-technical Systems

The Social System The Technical System

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Recent Issues in Job design
• Telecommuting ( Work From Home) • Alternate work pattern ( Shifts/alternate day) • Technostress ( Rummers ) • Knowledge Intensive work

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Thank You

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