Professional Documents
Culture Documents
JOB ANALYSIS
Human
requirements
Job
context
Information
Collected
Via Job
Analysis
Performance
standards
Human
behaviors
Machines,
tools,
equipment,
and work aids
Developmental
Needs
Discovering
Unassigned
Duties
Information
Collected
Via Job
Analysis
Training
Compensation
Performance
Appraisal
Information Sources
Interview Formats
Individual employees
Structured (Checklist)
Groups of employees
Unstructured
Supervisors with
knowledge of the job
Advantages
Disadvantages
Distorted information
FIGURE 43
JOB ANALYSIS QUESTIONNAIRE
FOR DEVELOPING JOB
DESCRIPTIONS
Note: Use a
questionnaire like this to
interview job
incumbents, or have
them fill it out.
FIGURE 43
JOB ANALYSIS QUESTIONNAIRE
FOR DEVELOPING JOB
DESCRIPTIONS (CONTINUED)
Note: Use a
questionnaire like this to
interview job
incumbents, or have
them fill it out.
Information Source
Questionnaire Formats
Structured checklists
Open-ended questions
Advantages
Disadvantages
Information Source
Advantages
Provides first-hand
information
Reduces distortion of
information
Disadvantages
Time consuming
Difficulty in capturing
entire job cycle
Of little use if job involves
a high level of mental
activity
412
Information Source
Workers keep a
chronological diary/ log of
what they do and the time
spent on each activity
Advantages
Employee participation
Disadvantages
Distortion of information
FIGURE 44
EXAMPLE OF POSITION/JOB
DESCRIPTION INTENDED FOR
USE ONLINE
Source: www.ncf.edu/humanresources/documents/
A&P%20Final.doc. Accessed May 10, 2007.
414
FIGURE 44
EXAMPLE OF POSITION/JOB
DESCRIPTION INTENDED FOR
USE ONLINE (CONTINUED)
Source: www.ncf.edu/humanresources/documents/
A&P%20Final.doc. Accessed May 10, 2007.
415
IN THE NUTSHELL
Job Analysis
Job Description
Job Specification
Job
Summary
Job
Specifications
Sections of a
Typical Job
Description
Working
Conditions
Standards of
Performance
Responsibilities
and Duties
Authority of the
Incumbent
Job Identification
Job title
Preparation date
Preparer
Major responsibilities
and duties (essential
functions)
Decision-making
authority
Direct supervision
Budgetary limitations
Job Summary
General nature of the job
Major
functions/activities
Relationships
Reports to:
Supervises:
Works with:
Outside the company:
Responsibilities and
Duties
Standards of
Performance and
Working Conditions
JOB SPECIFICATION
Physical
Mental
Job Specification
Education
Experience
Training
Communication Skills
Physical Effort
Physical Skills
JOB DESIGN
JOB DESIGN
Job Design
Job
Enlargement
Job
Rotation
Job
Enrichment
JOB DESIGN
Job
Job Design
Job Enlargement
Horizontal loading of job- expands the scope generally
by combining more than one job so more variety and
wholeness.
E.g. A driver is given additional tasks of computer
data entry at office between schedules (waiting)
E.g. An accounts clerk also helping in taxes, audits
& legal compliances.
JOB DESIGN
Job Rotation
Employee is rotated from one job to another job to
add variety.
Breaks monotony of performing highly specialized job
by placing persons on different skills & abilities.
It also helps them acquire new skills.
Job Design
Job Enrichment:
Vertical loading of job.
Responsible for the next step processes as well.
More responsibility within own function to set their own pace,
deciding their own methods, increasing their autonomy.
Effect
(producing
critical
psychologic
al states)
Example
Task Identity-person
completes a coherent, whole
peace of work having a tangible
outcome
Gives
meaning to
work people
do
Task significance-impact on
lives or work of other people
Gives
meaning to
work people
do
Effect
Example
(producing
critical
psychologic
al states)
Autonomy-freedom from
supervision,
independence in
deciding how job should
be done
Gives sense
of
responsibility
to job holder
Feedback-clear and
direct information about
their performance
Gives
knowledge
of results to
job holder