Job Analysis And Design

Job Analysis and Design

Job Analysis: Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job.

Purpose of Job Analysis Determining Training Needs Compensation Selection Procedures Performance Review

Process of Job Analysis: 1. Organizational Analysis 2. Organizing Job Analysis Program 3. Deciding the areas where Job Analysis Information is to be used 4. Selecting Representative Jobs for Analysis 5. Understand Job Design 6. Collection of Data 7. Developing a Job Description 8. Preparing a Job Specification

Methods for Getting Job Analysis Information: (i) observational method, (ii) interviews, (iii) questionnaire, (iv) checklists, (v) technical conferences, and (vi) diary. Quantitative Techniques  Position Analysis Questionnaire  Management Position Description Questionnaire  Functional Job Analysis

APPLICATIONS OF JOB ANALYSIS: 1. Human Resource Planning: 2. Job Evaluation: 3. Recruitment, Selection and Placement: 4. Optimum use of Human Resources: 5. Training and Development: 6. Labor Management Relations: 7. Job Design: 8. Safety and Welfare Measures: 9. Compensation: 10. Reduce Frustration: 11. Determines Authority Responsibility Relationship:

HRIS (Human Resource Information System) ` A software that provides a centralized repository of employee master data HRIS benefits HRIS security and privacy Types of HRIS software

HRIS Functions • An HRIS usually features modules to handle the following tasks: • Master data management • Organizational management, such as positions and departments • Employee and manager self-services • Absence and leave management • Benefits administration • Workflows • Performance appraisals • Recruiting and applicant tracking • Compensation management

Job Design What tasks are required to e done or what tasks is part of the job? How are the tasks performed? What amount are tasks are required to be done? What is the sequence of performing these tasks?

Process of Job Design • • • •

Checking the work overload. Checking upon the work under load. Ensuring tasks are not repetitive in nature. Ensuring that employees don not remain isolated. • Defining working hours clearly. • Defining the work processes clearly.

Benefits of Job Design • • • •

Employee Input: Employee Training: Work / Rest Schedules: Adjustments:

Approaches to Job Design • Human Approach • Motivators: achievement, work nature, responsibility, learning and growth • Hygiene Factors: working conditions, organizational policies, salary • Engineering Approach • The Job Characteristics Approach – – – – –

Skill variety Task Identity Task Significance Autonomy Feedback

Techniques of Job redesign