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Job analysis and design

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					   PART 2: ACQUIRING HUMAN
          RESOURCES
Chapter 3: Job Analysis and Design
                                Chapter Outline
3.1. What is Job Analysis?

3.2. The Steps in Job Analysis

3.3. Job Description

3.4. Person Specification

3.5. Uses of Job Analysis Information in other HR
  Functions

3.6. Job Design

3.7. Job Design Strategies

 Sajid I. Dawezai, dawezai@gmail.com
          What is job?
A group of related tasks (activities and
                duties)
        3.1. What is Job Analysis?
 It is the process which provides information used for
writing job description (a list of what the job entails) and
person specification (what kind of people to hire for the
job).

 HR managers use the data to develop job descriptions
and job specifications that are the basis for recruitment,
training, employee performance appraisal and career
development.


 The ultimate purpose of job analysis is to improve
organizational performance and productivity.
                 3.1. What is Job Analysis?
   Job analysis identifies:
         Required Tasks
         Knowledge and Skills
         Working Conditions




    Sajid I. Dawezai, dawezai@gmail.com
          3.2. The Steps in Job Analysis
   Preparation/Planning
   Sampling
   Collecting data
   Analyzing data
   Preparing a report
   Verification




    Sajid I. Dawezai, dawezai@gmail.com
    Table 3.1. Elements of the job
  analysis process and its functions

Sources of Data:
- Job analyst         Job Data:                   Job Description
- Employee (s)        - Occupational
- Supervisor (s)        health and safety
- Union                 requirements
                      - Tasks
                      - Performance standards
                      - Responsibilities        Person Specification
Methods of
                      - Knowledge needed
Collecting Data:
                      - Skills required
- Interviews
                      - Experience needed
- Questionnaires
                      - Job environment
- Focus groups
                      - Duties                  HR Function
- Critical incident
                      - Equipment used
- Diaries or logs
- Observation
                            3.3. Job Description
   Job Descriptions
         Tasks, duties, and responsibilities (TDRs)




    Sajid I. Dawezai, dawezai@gmail.com
                            3.3. Job Description
    Format
       Job       identification
       Responsibilities and duties
       Authority of incumbent

       Standards of performance

       Working conditions




    Sajid I. Dawezai, dawezai@gmail.com
                    3.4. Person Specification
   Person Specifications
         Qualifications
                Knowledge, skills, abilities, other
                 characteristics (KSAOs)




    Sajid I. Dawezai, dawezai@gmail.com
     3.5. Uses of Job Analysis
Information in other HR Functions
     HR Activity

         Recruitment     Determine recruitment qualifications


                        Provide job duties and job specifications
          Selection               for selection process

         Performance        Provide performance criteria for
          Appraisal              evaluating employees


         Training and    Determine training needs and develop
         Development           instructional programs


        Compensation    Provide basis for determining employee’s
        Management                     rate of pay
                                    3.6. Job Design
 Job design is the organisation of tasks and the
structuring of jobs in a way that provides
satisfaction for job holders and increases their
effectiveness.



                                             Job redesign?




    Sajid I. Dawezai, dawezai@gmail.com
                 3.7. Job Design Strategies
   Job Enlargement (horizontal loading)
          increasing the number and variety of tasks to
          a job
          helps to relieve boredom by having the
          employee perform multiple duties




    Sajid I. Dawezai, dawezai@gmail.com
                 3.7. Job Design Strategies
   Job Rotation
          doing entirely different jobs on a rotating
          schedule
          job rotation gives the employees an overall
          picture of the organisation, aids cooperation
          between different sections of the organisation,
          and results in multi-skilling/cross-skilling




    Sajid I. Dawezai, dawezai@gmail.com
                 3.7. Job Design Strategies
   Job Enrichment (vertical loading)
          adding more meaningful tasks to an
          employee’s job
          accompanied by increasing the autonomy and
          responsibility of employees
          increases employee’s self-esteem and feelings
          of self-fulfillment




    Sajid I. Dawezai, dawezai@gmail.com
The end

				
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