Lecture 5 (Ch:5) – HRM

From the desk of Teacher

Sir Akhter Hasan (Lecturer)
Business studies & research

Generally, a job is a pattern of tasks and the responsibilities that can be done.
Moreover, job analysis study patterns of activity to determine the tasks, duties
and responsibilities needed for each job.
HIRS must capture information about job and help develop an understanding of
job design principles. Knowledge about jobs and their requirements must be
collected through a process known as job Analysis.
Collection of job analysis information comprised on:
(1) Job identification
(2) Development of job analysis questionnaire
(3) Data collection
Under job identification, Analysts identify the different jobs in the organization
before they collect the job information. To study job analysis usually develop
checklist or questionnaire in standard preprinted form such as the (PAQ) Position
Analysis Questionnaire. Different questionnaire, however, should never be
applied to the similar job. The job analysis questionnaire comprised on different
parts. (Pg: 121- 125). Time, cost and accuracy associated with use of data
collection methods such interviews, panels of experts, questionnaire; employee
logbook; observations etc.
Applicants of job analysis information is the 3rd phase. (Fig 5-4) in the
regard is very important. A job description is a written statement that explains the
duties, working conditions and other aspects of a specified job. One approach is
to write a narrative description in a few paragraphs. Another way is to breakdown
the description into several sub parts. Job codes use numbers, letters or both to
provide a quick summary of a job. US department of labor’s Dictionary of
Occupational Titles (DOT) is the best example. Thus, a job description defines
what job is, or it is the profile of the job.
A job specification describes the job demands on the employees who do it and
the human skills that are required. It is a profile of human characteristics needed
by the person performing the job. The working conditions found in job description

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Lecture 5 (Ch:5) – HRM
From the desk of Teacher
Sir Akhter Hasan (Lecturer)
Business studies & research

may be translated by job specification into demands faced by workers. See (Fig: 5-
7)
A job performance standard is a third application of job analysis. These are
criteria against which job success is measured. Without standards no control
system can evaluate job performance. (Fig:5-9). Job standards are key parts of any
control system. When measured performance strays from the job standard, HR
experts intervene, and corrective action is taken. Such actions serve as Feedback
about the standard and the actual performance.
Job descriptions, job specifications and performance standards are
important additions to the Human Resource Information System (HRIS). Perhaps
the biggest current barrier to creating and maintaining a sophisticated (HRIS) is
gaining support from top management for the transition and maintenance costs
associated with a fully interconnected real-time system.
The design of job (Fig:5-10) reflects the organizational, environmental and
behavioral demands placed on it. Employee productivity and satisfaction provide
feedback on how well a job is designed.
Underspecialization means when jobs are not specialized enough.
Unneeded tasks are identified and eliminated.
Overspecialization demands to increase the quality of work life (QWL). Thus
managers and job designers can use widely practiced techniques of job designs.

CLASS ACTIVITY
Questionnaire:
1. Explain how managers depend on accurate job analysis
information?
2. Discuss methods of collecting job analysis information.
3. Discuss different job-redesign techniques to improve
(QWL)?