Job Analysis

Himanshu Ahire
Roll No 13
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Objective
The Nature & Process of Job
Analysis

Job Design

Factors Affecting Job Design

Techniques of Job Design

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Why Do we need Job Analysis ?
• The Entrepreneur Role
• The Manager Role
• The Technician Role

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Job Analysis
Job Analysis : Job analysis is a procedure through
which management can determine the duties of a
particular job in a organization & the characteristics of
people to hire for job.

Job Description : A list of what the job entails.

Job Specification : What Kind of people should be

hired for job

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 Recent Trends

De-jobbing, TQM,
Six Sigma

Skill Matrix
Approach

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The Process of Job Analysis
1. Strategic Choices

2. Gather Information

3. Process Information

Job Description
Application In the
Organization
Job Specification

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Step:1 Strategic Choices
Extent Employee Involvement

The Level Of Details

Timing & Frequency

Past Vs Future Oriented

Source Of Job Data

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Step:2 Information Gathering
Work Activities
What Type Of Data Machines , Tools used
To be collected ? Job Context
Personal Requirement

Interview
Observation
Information What Methods Questionnaires
Gathering used for data Checklist (Yes/No)
collection ? Technical Conference
Diary

Who Should Trained Analyst

Collect Data ? Supervisor
Job Holder

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Step:3 Information Processing
Job Description Job Specification

Job Title Employee

Qualification
Range
Skill & Abilities
Department
Experience Required
Immediate level
subordinates

Objective of Job

Duties &
Responsibilities
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Uses of Job Analysis
Human Resource Planing Job Evaluation

Training & Development Safety & Health

Remuneration Personal Information

Performance Appraisal

Recruitment & Selection

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Job Design

Job Design : Involves conscious efforts to organize

tasks, duties and responsibilities into a unit of work to
achieve certain objectives.
Three Steps for Job design

The specification of Individual Task

Methods to perform these Task

The combination of tasks into specific job

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Factors Affecting Job Design

Productivity
Organizational Factors & Satisfying
Job

Environmental Factors Job Design

Behavioral Factors

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Factors Affecting Job Design

Organization Environmental Behavioral

Factors Factors Factors

• Task •Employee ability •Feedback

Characteristics & availability •Use of abilities
(how many Tasks ? •Social & Cultural •Variety in Job
Complexity of Expectation
Task ? )
• Work Flow
•Ergonomics

13
 Job Design Approaches
High Socio-technical System

Job Enrichment(motivation)
Impact

Medium
Job Enlargement (Add Task)
Job Engineering (Specialization)
Low Job Rotation
Low Medium High

Complexity
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Job Rotation
Advantages

• Add Job Variety

• Reduce Boredom
• Development of Employee skills
• Create Flexibility

Disadvantages

• Increase Training Cost

• Time Lost
• Demotivate certain people

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Job Engineering (Specialization)
Advantages

• Fast Learning Curve

• Fast work cycle
• Job Replacement Simple
• Less supervision Required

Disadvantages

• Create Boring Jobs

• Job holder may ge demotivated
• Performance decline over time

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Job Enlargement ( Add more Task)
Advantages

• Task Variety
• Meaningful work modules
• Ability utilization
• Performance Feedback

Disadvantages

• Increase training cost

• Redesign existing production line
• Increase Pay

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Job Enrichment ( Motivation)
Advantages

• Increase Task Efficiency

• Increase Satisfaction, Motivation
• Grater Recognition
• Job Involvement

Disadvantages

• ‘Enrich’ is a relative Term

• Assumption “People want more
Responsibility”
• Difficult to Implement

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Socio-technical Systems

The Social System

The Technical System

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Recent Issues in Job design

• Telecommuting ( Work From Home)

• Alternate work pattern ( Shifts/alternate day)
• Technostress ( Rummers )
• Knowledge Intensive work

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Thank You

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