JOB ANALYSIS AND

JOB DESIGN
 JOB ANALYSIS
Conducted to determine the responsibilities inherent in
the position as well as the qualifications needed to fulfill
its responsibilities. It is essential when recruiting to
locate an individual having the requisite capabilities and
education.

Procedure used for determining / collecting information

about duties, responsibilities, necessary skills,
outcomes, and work environment of a particular job.
 DEFINITION OF
DIFFERENT JOB TERMS
 JOB TERMS
Position – consist of the responsibility and duties
performed by an individual. There are as many positions in
a firm as there are employees.

Job – group of positions that are similar in duties. In

some instances, only one position may be involved, simply
because no other similar position exists.
 JOB TERMS
Occupation – groups of jobs that are similar as to kind
of work and are found throughout an industry. An
occupation is a category of work found in many firms.

Job Description – organized, factual statements of

the duties and responsibilities of a specific job. It tells what
is to be done, how it is done, and why. It is a list of job
duties, responsibilities, reporting relationships, working
conditions, and supervisory responsibilities.
 JOB TERMS
Job Specifications – a written explanation of the minimum
acceptable human qualities necessary for effective performance of a
given job. It designates the qualities required for acceptable
performance, which are requisite education, skills, personality, and so on.

Job Classification – grouping of jobs on some specified basis such

as kind of work or pay. It can refer to a grouping by any selected
characteristics but preferably used most often in connection with pay and
job evaluation.
 JOB TERMS
Job Enlargement - adding additional activities within the
same level to an existing role key technique in job redesign,
along with job enrichment, job rotation, and job simplification.
Job enlargement aims at broadening one’s job in order to make
the job more motivating.

Job rotation- systematically moving workers from one job to

another.
 JOB TERMS
Job Evaluation – systematic and orderly process of determining the
worth of a job in relation to other jobs. The objective is to determine the
correct rate of pay.

Job Enrichment - The process of adding motivators to existing roles

in order to increase satisfaction and productivity for the employee. It is
not just about having a wider range of tasks, or increasing your workload.
Crucially, it should give people more control over their work
 JOB TERMS
Dejobbing- broadening the responsibilities of the company’s jobs,
and encouraging employees not to limit themselves to what’s on their job
descriptions.

Tasks – coordinated and aggregated series of work elements use to

produce an output.

O* Net – online resource which has replaced the Dictionary of Job
Titles; list of job requirements for a very large number of jobs.
 Specific Information Provided
by Job Analysis
1. Job title and location.
2. Organizational relationship – brief explanation of the number of
persons supervised (if applicable) and job title of the position supervised.
It also reflects supervision received.
3. Relation to other jobs – describes and outlines the coordination
required by the job.
4. Job summary – condensed explanation of the content of the job.
5. Information concerning job requirements—usually provides information
about machines, tools, materials, mental complexity, and attention
required, physical demands, and working conditions.
 Uses of Job Analysis Information
Preparing the job description and writing the job specifications.
Recruitment and selection.
Determining the rate of compensation.
Performance appraisal.
Training.
Career planning and development.
Safety.
Labor relations
Methods Used in Job Analysis
Interview.
Observation.
Questionnaire
Employee recording/use of log book
STEPS IN CONDUCTING
JOB ANALYSIS
 JOB DESCRIPTION
An abstract of information derived from the
job analysis report describing the duties
performed, the skills training and experience
required, the responsibilities involved, the
contribution under which the job is done and
the other relations of the job to the other
jobs in the organization.
 CONTENTS OF
JOB DESCRIPTION
1. Date written
2. Job status – full-time/part-time including
salary.
3. Job identification – The identification
section includes such information as job
title, department, division, plant and code
number of the job.
 CONTENTS OF
JOB DESCRIPTION
1. Date written

2. Job status – full-time/part-time including salary.

3. Job identification – The identification section

includes such information as job title, department,
division, plant and code number of the job.
 CONTENTS OF
JOB DESCRIPTION
4. Job summary – A brief one or two-sentences
statement describing the purpose of the job and what
outputs are expected from job incumbents.

5. Working relationship, responsibilities, and duties

performed .These include supervision received (to
whom the job incumbent reports) and supervision
exercised (who reports to the employee).
 CONTENTS OF
JOB DESCRIPTION
 CONTENTS OF
JOB DESCRIPTION
6. Authority of incumbent – defines the limit of the
jobholder’s authority, including his/her decision-making
authority, direct supervision of other personnel, and
budgetary limitation.

7. Competency requirements – education and

experience including special skills required to perform a
given job.
 CONTENTS OF
JOB DESCRIPTION
8. Working conditions – a list of the general working
conditions involved with the job, location of the job, and
other relevant characteristics of the immediate work
environment such as hazards and noise levels.
 JOB SPECIFICATION
Job specification uses the job description to define the
kind of human traits and experience required to do a
specific job well. It identifies the minimum acceptable
qualifications required for an employee to perform the
job adequately.
 JOB SPECIFICATION
BASIC CRITERIA
1. Knowledge – body of information one needs to perform a job;
2. Skills – the capability to perform a learned motor task such as
word processing skills;
3. Ability – the capability needed to perform non-motor tasks such
as communication abilities;
4. Persona characteristics – an individual’s traits such as tact,
assertiveness, concern for others, etc.;
5. Credentials – proof or documentation that an individual
possesses certain competencies;
6. Technical requirements – include criteria such as educational
background, related work experience, and training.
END OF DISCUSSION

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