HUMAN RESOURCE MANAGEMENT

- IES MCRC, Bandra.

Job analysis & Job design

- Lecture 3

Job Analysis - CONCEPT

To achieve effective HRP,
the duties involved &
skills required for performing all the jobs.

in an organization have to be taken care of.

This knowledge is gained through Job Analysis.
It identifies what the job entails & what an incumbent worker must

possess to perform successfully on the job.

Job Analysis - Its Importance

It minimizes overlapping or duplication of work. It helps in HRP for Forecasting the need for Human

Resources.
Properly analyzed jobs can be advertised for improved

Recruitment & Selection.

It facilitates the selected candidates to be placed at the right

job depending on their qualities, qualifications & experience.

Similarly, it helps in performance appraisals, training, job

evaluation, promotion, transfers and the like.

Job Analysis - Definition

How?

The process of determining by,

observation & study, & reporting pertinent information relating to the nature of a specific job.

What?

The determination
of the tasks which comprise the job and of the skills, knowledge, abilities & responsibilities required of the

worker of a successful performance & which differentiate one job from all others.

Process of Job Analysis

3. Collect Job Analysis Data

2. Select Position to Be analyzed JOB ANALYSIS PROCESS

1. Collect background information 6. Develop an Employee Specification

4. Develop a Job Description

5. Develop a Job Specification

Job Analysis - Components

Job Description
An organized, factual statement of the duties& responsibilities of a specific

job.
Job Specification
A statement of the minimum acceptable human qualities necessary to

perform a job properly.

Employee Specification
A statement of the minimum acceptable employee specifications, which

represent the possession of minimum acceptable human qualities by the prospective employee necessary to perform a job.

DIMENSION

JOB ANALYSIS

JOB EVALUATION

Definition

Systematic collection & studying information relating to operations & responsibilities of a specific job.
Meet the organizations staffing needs

Process of Analyzing & Assessing the various jobs systematically to ascertain their relative organizational worth.
To set wages & salaries on the basis of the relative jobs in the organization. Skills, efforts, responsibility

Purpose

Contents

Job Description, Job / Employee Specification Qualitative Observation, Incidents, Interview

Type Methods

Quantitative Rank, Grade, Point, Factor Comparison

Job Design
It integrates
Work content (tasks, functions, relationships), The rewards (extrinsic & intrinsic) and The qualifications required (skills, knowledge,

abilities)

For each job in a way that meets the needs of the employees & the organizations.

Process of Job Design

1. Specification of Individual tasks

2. Specification of the method of performing Each task

3. The Combination of tasks into specific jobs to be assigned to individuals

Job Design Options

Job Engineering FOCUSES ON
Tasks to be performed

Methods to be used Workflows among employees Workplace layout

Performance standards

People & machines interdependency

Socio - technical Systems

Relation between People & tools / machines system

Job Design Options

Job Rotation
Involves the movement of an employee from one job to

another Relieves the employee from boredom & monotony Improves employee skills
Job Enrichment
Job Enlargement

DIMENSION Definition

JOB ENRICHMENT Increasing control of the job-holder & thus making the job interesting Vertical expansion More Higher Level position of employee Higher

JOB ENLARGEMENT Enlarging the job scope by combining various activities into one job. Horizontal expansion Less Lower Level position of employee Little or none

Expansion Autonomy Position Creativity

Superiors Role
Quantity

Reduced
Same

Not reduced
More

Quality

More

Same

Pick the most appropriate one

1.

Job Design Options are

2.

Steps in the process of Job Analysis

a) Collect job analysis

a) Job enrichment b) Job Evaluation c) Job Analysis

data
b) Select position to be

analyzed
c) Both the above

Match the term with its right definition

1.

Job Specification

A.

An organized, factual statement of the duties & responsibilities of a specific job.

2.

Employee Specification
B.

3.

Job Description
C.

A statement of the minimum acceptable human qualities necessary to perform a job properly. A statement of the minimum acceptable employee specifications, which represent the possession of minimum acceptable human qualities by the prospective employee necessary to perform a job.

Fill in the blanks (Options A, B, C) with the appropriate one (1. Reduced, 2. Same, 3. Horizontal expansion) :
DIMENSION Definition JOB ENRICHMENT Increasing control of the jobholder & thus making the job interesting JOB ENLARGEMENT Enlarging the job scope by combining various activities into into one job.

Expansion
Autonomy Position Creativity

Vertical expansion
More Higher Level position of employee Higher

Option A
Less Lower Level position of employee Little or none

Superiors Role
Quantity Quality

Option B
Same More

Not reduced
More Option C

State True/ False

The purpose of Job Analysis is of meeting the

organizations staffing needs

The purpose of Job Evaluation is To set wages &

salaries on the basis of the relative jobs in the organization

Activity
Form groups of 6 members

Each Group must have at least 3 job recruitment

ads. Compare the descriptions, highlighting similarities and differences.

Review Questions
Write a short note on Job Analysis.(7M)
Write a short note on Job Evaluation.(7M) What is Job design? How is it different from Job

Analysis? Give examples.(20M) Write a short note on Job Rotation.(7M) Write a short note on Job Description.(7M)