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Key factors of job analysis purpose of job analysis Process of job analysis Techniques of job analysis
Cont
Job design Features of good job design How job design effects organational behavior Tools of job design
A job is a collection or aggregation of task ,duties and responsibilities which as a whole ,is regarded as a regular assignment to employees and which is different from other assignment.
DALE YODER
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
Additional outcomes include recruiting plans, position postings and advertisements, and performance development planning within your performance management system.
researching and sharing with other companies that have similar jobs, and articulation of the most important outcomes or contributions needed from the position
Variety
Variety means more than simply adding an extra but similar task.
processing different forms would not make the work more meaningful as there would be no extra challenge.
For example:
Employees, who perform repetitive tasks which offer no challenge, may lose interest and become bored and dissatisfied. Greater variety can improve interest, challenge and commitment to the task. Too much variety can also be frustrating and a source of conflict and dissatisfaction. The optimum amount of variety will differ from person to person and could depend on the level of the position.
Responsibility:
Employees need to feel responsible for a significant part of the work they perform, either individually or as part of a team. Work should be clearly identified enabling employees to see that they are personally responsible for the successes and failures that occur as a result of their own actions. The employee should understand the significance of the work and where it fits into the purpose of the local area and within the University
Autonomy:
employees should have some areas of decision making within the framework of their job. Autonomy goes hand in hand with responsibility. Employees autonomy means giving more scope to employees to regulate and control their own work.
Working environment
A job should provide a safe and healthy working environment that is free from discrimination and harassment. It is also important to consider the types of work aids and equipment required to perform the role. Employees need to understand their reporting relationships. For example, who does the position report to, does the role have any direct reports, the location of the position and what hours are required.
It is important to identify who and the level of interaction that is required with key internal and external customer
Jobs should permit relationships between individuals and encourage team work; otherwise the employee can feel isolated which may result in negative feelings about their work and their work environment
The standard of performance also needs to be identified along with performance measures. This feedback will provide employees with an equitable capacity for ongoing learning and advancement
Job analysis investigates the frequency and importance of duties, the percentage of time that employees spend completing duties, whether a duty constitutes a fundamental part of the job, and the extent to which duties can readily be assigned to other employees.
Determining Training Needs Job Analysis can be used in training/"needs assessment" to identify or develop :training content
assessment tests to measure effectiveness of training equipment to be used in delivering the training
Compensation
Job Analysis can be used in compensation to identify or determine: skill levels compensable job factors
Selection Procedures
Job Analysis can be used in selection procedures to identify or develop: job duties that should be included in advertisements of vacant positions; appropriate salary level for the position to help determine what salary should be offered to a candidate; minimum requirements (education and experience) for screening applicants; interview questions;
selection tests/instruments (e.g., written tests; oral tests; job simulations); applicant appraisal/evaluation forms; hires orientation materials for applicants/new
Performance Review
Job Analysis can be used in performance review to identify or develop: goals and objectives performance standards evaluation criteria length of probationary periods duties to be evaluated
Job specification
Employee specification
Employee specification
Conversation of specification of human qualities under job specification in to an employee specification . EMPLOYEE SPECIFICATION describe physical qualification ,education ,experience ect.
Direct observation
questionnaires
checklists
Interview
Interviews
There are two types of interview which can be used for collection of data for job analysis . individual interview : with group of employees who do the some jobs. Supervisor interviews: with one are more supervisors who are thoroughly knowledge about the job being analyzed .
Observation
Direct observation is particularly useful in jobs that consists primarily of observable physical activity like draftsman ,mechanics ect. One approach to this matched is by observing the worker on the job during complete work cycles .
Observation
Maintenance
In this techniques the workers are asked to maintain long records or lists of activities they are doing on that day . It gives comprehensive job information and it much useful when it is gives supplemented with subsequent interviews.
Questionnaires
Job analysis questionnaires to secure information on job requirement relating to typical duties and task, tools and equipment ect .
Checklists
Checklist can be prepared on basis of job information obtained from various sours such as supervisors ,industrial engineers, and other people who are familiar with job. Once the check list is prepared ,it is send to the job holders to check all tasks listed in list he/she performs.
Definition
Work arrangement (or rearrangement) aimed at reducing or overcoming job dissatisfaction and employee alienation arising from repetitive and mechanistic tasks. Through job design, organizations try to raise productivity levels by offering non-monetary rewards such as greater satisfaction from a sense of personal achievement in meeting the increased challenge and responsibility of one's work. Job enlargement, job enrichment, job rotation, and job simplification are the various techniques used in a job design exercise
Job Enlargement: Job enlargement changes the jobs to include more and/or different tasks. Job enlargement should add interest to the work but may or may not give employees more responsibility. Job Rotation: Job rotation moves employees from one task to another. It distributes the group tasks among a number of employees.
Job Enrichment: Job enrichment allows employees to assume more responsibility, accountability, and independence when learning new tasks or to allow for greater participation and new opportunities. Work Design (Job Engineering): Work design allows employees to see how the work methods, layout and handling procedures link together as well as the interaction between people and machines.
allows for an adjustment period for physically demanding jobs. provides feedback to the employees about their performance. minimizes energy expenditure and force requirements. balances static and dynamic work