Job Analysis & Design

Lecture 02

Chalani Kuruppu
MLRHRM (Col.),
BBA (Hons) (Sheff Hallam)  
Lecturer
Faculty of Business
SLIIT - Malabe Campus anupama.d@my.sliit.lk
Learning Outcomes
 Define job design.
 Understand job design and its direct impact.
 Describe the techniques of job design.
 Explain the elements of job design.
 Understand alternative work schedules.
 Define job analysis.
 Explain the importance of job analysis.
 Explain the job analysis process.
 Discuss the data collection techniques.
 Explain the main outcomes of job analysis.

anupama.d@my.sliit.lk
Concept of Job Design
 Job design can be defined as the function of arranging tasks, duties
and responsibilities into an organizational unit of work for the
purpose of accomplishing the primary goals and objectives of the
organization.
 Jobs are basic building blocks of the organization.
 A job composes of three main components; tasks, duties and
responsibilities.
 A task is composed of motions. It is a distinct identifiable work
activity
 A duty is composed of a number of tasks. It is a larger work segment.

Job Tasks Duty

University lecturer • Asking questions from the Delivering lectures
students
• Giving answers for the
questions raised by the
students
• Preparing lecture slides
Concept of Job Design
 Job design specifies the contents, methods and
relationships of jobs in order to satisfy work
requirements for productivity, efficiency and quality,
meet the personal needs of the job holder and thus
increase levels of employee engagement.

 The process of job design is based on an analysis of the

way in which work needs to be organized and what
work therefore needs to be done – the tasks that have
to be carried out if the purpose of the organization or
an organizational unit is to be achieved.

 They concentrate on the work to be done, not the

worker.
Job Design and its direct impact
Employee efficiency

Employee effectiveness
Job Design
Contents
tools and
techniques Employee productivity
surroundings
of the work
relationship Employee satisfaction
of one job to
other jobs.
Employee T&D

Employee health
Techniques of Job Design
 Scientific technique
 Job enlargement
 Job enrichment
 Job rotation
 Professional technique
 Group technique
 Ergonomics
 Perceptual-motor technique

anupama.d@my.sliit.lk
Elements of Job Design
Efficiency elements
•Elements which lead to minimize
time, effort and cost which are
needed to perform a particular job
Division of labor
Behavioral elements
•Elements which lead to employee
satisfaction.
•They focus on employee
motivation and development
Skill variety

Standardization Task identity

Specialization Task significance

Autonomy

Feedback

anupama.d@my.sliit.lk
Alternative work
schedules
 Flex time
 There are different variations;
• General flex time
• Flex tour
• Gliding time
 Time recording is important;
• Manual system
• Time clock
• Time meter
• Computer log

 Compressed workweeks
 Part time employment
 Telecommuting
 Shift work
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anupama.d@my.sliit.lk
Concept of Job Analysis
 It is a systematic investigation of jobs and job
holder characteristics in order to create a
collection of information that can be used to
perform various HRM functions.
 It involves collecting, organizing and recording
information with regard to job available within
the organization.
 It deals with studying and understanding the
each job and the ideal person needed to
perform that job successfully.
 Job analysis focuses on the job as well the ideal
job holder.
9

anupama.d@my.sliit.lk
Concept of Job Analysis
 Job Analysis is the process of determining and
recording all the pertinent information about a
specific job, including the tasks involved, the
knowledge and skill set required to perform the
job, the responsibilities attached to the job and
the abilities required to perform the job
successfully.
 Job Analysis differentiates one job from another.
 It is also referred as JOB REVIEW or JOB
CLASSIFICATION.
 Two end products of Job Analysis are JOB
DESCRIPTION and JOB SPECIFICATION
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anupama.d@my.sliit.lk
Importance and the uses of Job
Analysis
 Recruitment and selection  Rates of pay
 Appraisal
 Eliminating risks
 Training programmes
 Re-organization of the
organizational structure

anupama.d@my.sliit.lk
Process of Job Analysis
1. Acquire a general familiarity with the organization

2. Identify and select job/s to be analyzed

3. Develop JA checklist

4. Collect data

5. Apply JA data

6. Evaluate JA effort
anupama.d@my.sliit.lk
Methods of data collected
 Observation
 Interview
 Jury of experts
 Questionnaire
 Employee log
 Participation
 combination

Type of Information Collected

 Activities and behaviors
 Machines, tools, equipment and work aids
 Performance standards
 Job context
 Human requirements anupama.d@my.sliit.lk
Job Descriptions
 A written statement
of what the job
holder does, how it
is done, under what
conditions, and why.

 It should accurately
portray job content,
environment and
conditions of
employment.
Job Descriptions
 Sections of a typical job description
 Job identification

 Job summary

 Responsibilities and duties

 Authority of incumbent

 Standards of performance

 Working conditions
anupama.d@my.sliit.lk
Job Specifications

 Statement indicating the

minimum acceptable
qualifications
incumbents must
possess to successfully
perform the essential
elements of a job.

 What human traits and

experience are required

to do the job well?
anupama.d@my.sliit.lk
Job Specifications
 Sections of a typical job specification
 Qualifications

 Prior experience

 Special training

 Personality factors

 Physical characteristics

 Other attributes/qualities

anupama.d@my.sliit.lk
Possible behavioural problems at Job Analysis

 Employee fear
 Resistance to change
 Overemphasis on current incumbent
 Managerial straitjacket
 Job inflation

anupama.d@my.sliit.lk
So now CAN YOU,
 Define job design.
 Understand job design and its direct impact.
 Describe the techniques of job design.
 Explain the elements of job design.
 Understand alternative work schedules.
 Define job analysis.
 Explain the importance of job analysis.
 Explain the job analysis process.
 Discuss the data collection techniques.
 Explain the main outcomes of job analysis.