Job analysis

How to conduct job analysis?

Explain business process re engineering.

Explain Job redesign.

What are the methods of conducting a job analysis?

Answer:

The 6 steps of conducting Job analysis

Step-1: How and where this information will be used?

It is important to identify whether to use qualitative or quantitative job analysis. A qualitative job
analysis is used for the hiring process, but a quantitative job analysis is used for evaluating the
job. Job analysis can be conducted using various methods such as internet based job analysis,
quantitative job analysis, interview, etc.

Step-2: Relevant background information that describes job from the past analysis.

Before moving forward, an organization needs to do a relevant background checking to

understand whether the person will fit for the job and for the organization. This information can
be obtained using organization chart and process chart. An organization chart shows is the
division of work and whether the person is suited for the job or no. Process chart gives an overall
idea about the job and the organization.

Step-3: Select representative position.

When there are more workers working for the same position, we can select some representative
to get relevant information in short period of time.

Step-4: Analyzing the job.

After collecting data, organization needs to analyze the job using various methods like
interviews, observation, written. They can also include participation log to get the maximum
information about the job. Participation log will help employees to keep a track of their work.
Employers can tie participation log with the job evaluation to achieve their goals.

Step-5: Verify the collected data/ job analysis.

All the collected data needs to be verified by the superiors. Here, HR managers, workers, and
supervisors need to give their joint effort to avoid any misleading information.

Step-6: Prepare job description and specification.

Job description and specification will give idea about the job and the type of person to recruit.
Job description shows the identification of the job, relationship between workers and
organization, responsibilities and duties, job summary. Job specification shows the human traits
and experience that are required to perform for the job, what type of person to recruit, and what
qualities they need to have.

Business process re-engineering:

Business process re-engineering is the improvised business process that combines all the steps
which are performed by small malfunctioning teams using information technology system;
formerly done by sequence of departments. In order to imply business process re-engineering,
organization must include information technology. Without the inclusion of information
technology, the implementation of new business process will known as redesign not re-
engineering. Firstly, an organization must identify a business process that needs to be redesigned.
Secondly, they need to measure their existing performance. Thirdly, an organization should find
new opportunities to perform redesign. Fourthly, imply the new business process into the
organization. Lastly, a business needs to delegate ownership of the task to an individual or team
who will be performing new business process using improvised computerized system.

It is said that business process re-engineering is expensive to perform and not always a business
can afford business process re-engineering. It is HR’s responsibility to take initiation for any
changes. Before implementing this method, business needs to perform a cost-benefit analysis to
understand the degree of need for this process. Sometimes, without using business process re-
engineering, an organization can solve its problem through re-designing only.
Job redesign:

There are 3 types of job re-design:

Job enlargement: Job enlargement refers to the additional tasks given to the workers based on
same level activities. It tends to demotivate workers as the quantity of works increases without
an increase in salary. For e.g now an employee needs to monitor his/her work which was
previously done by his/her manager

Job rotation: Job rotation refers to the systematic movement from one job to another. This helps
to cut monotony at work as workers will be performing various types of activities. However, job
rotation tends to add cost if it is done without plan. Distortion occurs due to the constant
movement at work. Organization needs to perform job rotation within the department as workers
might have limitation to their skills they practice. When the work is specialized, job rotation will
not be applicable. For e.g a doctor works in different department to get better understanding
about the various types of medicine.

Job enrichment: Job enrichment refers to the re-deigning of the work that will give opportunities
to the workers to experience a sense of growth, achievement, and responsible. They are assigned
to inspect task that requires no supervisor. Thus, job enrichment motivates workers to work
effectively due to the sense of accomplishment. For e.g an organization can select sales
employees to monitor junior employees.