Human Resource Management Session – 4

Basics of Job
• Task: A separate, distinct and identifiable work
activity.
• Duty: Several related tasks that are performed by an
individual.
• Responsibilities: Obligations to perform certain
tasks and duties.
• Position: Set of duties & responsibilities attached to
a person’s role in the structure of organization.
• Job: A set of related duties
• Job families: Groups of different jobs that need
similar level of skills. HRM Session-4: Job Analysis. Dr. V. Ekkirala 2

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 KASOCs
• Knowledge—an organized body of information, usually
of a factual or procedural nature applied directly to the
performance of a function.
• Ability—competence to perform an observable behavior
or a behavior that results in an observable outcome.
• Skill—competence demonstrated in performing a
learned, psychomotor act, and may include manual,
verbal, or mental manipulation of data, people, or things.
• Other characteristics—personality factors (attitudes),
aptitudes, or physical or mental traits needed to perform
the job.
HRM Session-4: Job Analysis. Dr. V. Ekkirala 3

Job Analysis
JOB DESCRIPTION
Tasks, duties, responsibilities,
JOB ANALYSIS and context of the job.
Collecting & analyzing information
on the content, context and human JOB SPECIFICATION
requirements of jobs. Knowledge, skills and abilities
required to perform the job
effectively.
Manpower Planning
Recruitment & Selection

Placement & Mobility

Utility &
Performance Appraisal Application Job Data
Training & Development

Job Evaluation

Compensation HRM Session-4: Job Analysis. Dr. V. Ekkirala 4

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Work Flow Analysis

HRM Session-4: Job Analysis. Dr. V. Ekkirala 5

Position Analysis Questionnaire (PAQ)

The PAQ is a 5-point scale questionnaire used to determine the
degree to which different job elements are involved in
performing a job. The 194 items are organized into six sections:

1. Information input: Where and how does the worker get the information
needed to perform the job
2. Mental processes: What Reasoning, decision-making, planning and
information processing activities are involved in performing the job
3. Work output: Physical activities, tools & devices used to perform the job
4. Relationship with other persons required in performing the job
5. Job context: Physical & social contexts in which work is performed
6. Other characteristics: Other activities, conditions & characteristics
relevant to the job.
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 Fleishman Job Analysis System
What is it? Categories of Abilities:

Job analysis technique • Written comprehension

that asks subject-matter
experts to evaluate a job
in terms of the abilities
required to perform the
job.
• Deductive reasoning
• Manual dexterity
• Stamina
• Originality

HRM Session-4: Job Analysis. Dr. V. Ekkirala 7

Competency-based Job Analysis

• Competency-based job analysis describes
the job in terms of the measurable, observable,
behavioral competencies.
• Competency modeling defines the core
competencies for an occupational group or for
the organization as a whole.

•Traditional Job Analysis focuses on WHAT of

the job. Competency analysis focuses on HOW
the job objectives are achieved..
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 Skills Matrix for one job at BP
H H H H H H H

G G G G G G G

F F F F F F F

E E E E E E E

D D D D D D D

C C C C C C C

B B B B B B B

A A A A A A A

Communi- Decision Leadership Planning &

Technical Business Problem
cation & Making & & Organizational
Expertise Awareness Solving
Interpersonal Initiative Guidance ability

HRM Session-4: Job Analysis. Dr. V. Ekkirala 9

Approaches to Job Design

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 Motivation through Job Design
Job Characteristics Model
Core Job Critical Psychological Outcomes
Characteristics States
Skill variety Experienced meaningfulness High internal
Task identity of the work work motivation
Task significance
High quality work
performance
Autonomy Experienced responsibility for
High satisfaction
work outcomes with work

Knowledge of results from Low turnover &

Feedback
work activities absenteeism

Strength of relationships is
determined by intensity of
employee growth need
Developed by Hackman & Oldham

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HRM Session-4: Job Analysis. Dr. V. Ekkirala

Business Process Re-engineering

• A fundamental rethinking and radical redesign of
business processes to achieve dramatic improvements
in cost, quality, service and speed.
• BPR uses work flow analysis to identify jobs that can be
eliminated or recombined to improve performance

Techniques of Job Design

• Job simplification
• Job Enlargement
• Job Rotation
• Job Enrichment

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 De-Jobbing
Amazon.com emphasizes more on broader
worker specification than on detailed job
description. The company has de-jobbing
practice. Here a worker switches from one job
to another job at three months’ intervals.

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