UNIT III

9/18/2018
JOB ANALYSIS AND DESIGN
• Concept of job design,

Prakash Kr. Gautam for KEC Publication

• Impact of job design on motivation, satisfaction,
productivity and quality of work life,
• Concept of job analysis,
• Importance of job analysis in human resource
management,
• Job analysis techniques,
• Writing job descriptions and specification.
1
CONCEPT OF JOB

9/18/2018
Prakash Kr. Gautam for KEC Publication
Task Task Task Task
A1 A2 B1 B2

Task Task Task Task

A3 A4 B3 B4

JOB A JOB B

2
 CONCEPT OF JOB DESIGN
 Job design is the process of collecting job related

9/18/2018
information and grouping them in into a manageable
job package by an individual.

Prakash Kr. Gautam for KEC Publication

 Job design prepares the job description (what to do?),
job specifications (what are required to accomplish the
job?) and the job evaluation (whether the jobs are
ranked or structured properly?).

3
 IMPACT OF JOB DESIGN

9/18/2018
Employee Satisfaction

Prakash Kr. Gautam for KEC Publication

Employee Motivation

Productivity

Quality work life

4
 FACTORS AFFECTING JOB DESIGN
A. Organizational factors B. Environmental factors

9/18/2018
 Characteristics of task  Employee abilities and

 Work flow availability

Prakash Kr. Gautam for KEC Publication

 Ergonomics  Social and cultural

 Work practices expectations

C. Behavioral factors
 Feedback

 Autonomy

 Use of abilities

 Variety
5
 JOB ANALYSIS
Job analysis is the process of collecting information
about jobs specially :

9/18/2018
 what the employee need to do;

 how the job activities need to be accomplished;

Prakash Kr. Gautam for KEC Publication

 why he does it;

 what special skills, qualification and training are

required;
 whether the job has relationship with other jobs, what
physical facilities are essential and
 the special environmental conditions of done.

Job analysis is process of analyzing framework i.e.

anatomy of the job.
6
 IMPORTANCE OF JOB ANALYSIS
1. Job description and specification

9/18/2018
2. Job evaluation
3. Recruitment and selection

Prakash Kr. Gautam for KEC Publication

4. Performance review and control
5. Training and development
6. Compensation management
7. Human resource information system

7
 TYPES OF JOB ANALYSIS INFORMATION
1. Work related information

9/18/2018
2. Employee or worker oriented activities
3. Machinery related information

Prakash Kr. Gautam for KEC Publication

4. Work performance related information
5. Job context related information

8
 METHODS FOR COLLECTING JOB ANALYSIS
INFORMATION
1. Observation method

9/18/2018
2. Individual interview method
3. Group interview method

Prakash Kr. Gautam for KEC Publication

4. Structured questionnaire method
5. Technical conference method
6. Dairy method

9
 JOB ANALYSIS TECHNIQUES
A. Job-focused techniques

9/18/2018
i. Functional Job Analysis (FJA)
ii. Position Analysis Questionnaire (PAQ)

Prakash Kr. Gautam for KEC Publication

iii. Management Position Description Questionnaire
method (MPDQ)
iv. The Hay Plan
v. Methods Analysis
B. Behaviour Focused Techniques
i. Physical Ability Analysis (PAA)
ii. The Critical Incident Technique (CIT)
iii. Guidelines Oriented Job Analysis (GOJA)
10
 JOB DESCRIPTION (JD)
 Job description is the document regarding each job

9/18/2018
including duties, purpose, responsibilities, scope, and
working conditions of a job.

Prakash Kr. Gautam for KEC Publication

 JD also includes the job's title, and the name or
designation of the person to whom the employee need
to be accountable.
 JD provides basic information about the job. On the
basis of job description, job specification i.e. special
skills, qualification, experience, and ability required for
the job.

11
 COMPONENTS OR CONTENTS OF JOB
DESCRIPTION
 Job identification or organizational position

9/18/2018
 Job Summary
 Job duties and responsibilities

Prakash Kr. Gautam for KEC Publication

 Relation with other jobs
 Supervision
 Machine, tools and equipment
 Working condition
 Hazards or risk

12
 GUIDELINES FOR WRITING JOB DESCRIPTION

 DO - Be specific

9/18/2018
 DO – Use accurate adjectives

 DO – Focus the job description on the job not the incumbent

Prakash Kr. Gautam for KEC Publication

 DO – Allow for flexibility

 DO – Keep job descriptions current

 DON’T - Use subjective terms, opinions or recommendations

 DON’T – use words that raise a question of discrimination

 DON’T – use vague, jargon or technical terms

 DON’T – gloss over essential versus non-essential functions

13
 JOB SPECIFICATION
 Job specification is a written statement of skill

9/18/2018
requirement to accomplish any particular job.
 This is a summary of minimum acceptable or desired

Prakash Kr. Gautam for KEC Publication

human qualities to be fit for jobs.
 It describes what academic qualification, skills,
experiences and expertise are necessary to perform the
job to meet job standards.

14
 CONTENTS OF JOB SPECIFICATION
i. Physical characteristics

9/18/2018
ii. Psychological characteristics
iii. Personal characteristics or traits

Prakash Kr. Gautam for KEC Publication

iv. Job skills
iv. Other features

15