1. INFOSYS JOB ANALYSIS AND JOB DESIGN4
INFOSYS JOB ANALYSIS AND JOB DESIGN

2. 4 OBJECTIVES INFOSYS JOB ANALYSIS AND JOB DESIGN
Describe Job, Job Analysis and Job Evaluation
Methods of Job Analysis and Job Evaluation
Job Characteristic Model
Analyze Job Design

3. 4 What is a Job? INFOSYS JOB ANALYSIS AND JOB DESIGN
A job is a group of positions that are similar as to kind and level of work. In some cases, only one position may be involved, simply because there exists no other similar position (US Dept. of Labor, 1978).
A position is a group of tasks assigned to one individual.
An occupation is a group of jobs that are similar as to the kind of work and are found throughout an industry, sector or entire country.

4. 4 INFOSYS JOB ANALYSIS AND JOB DESIGN
Job analysis is the process of studying and collecting information related to a specific job. The immediate products of this analysis are job descriptions and job specifications.
Job description is an organized factual statement of the duties and responsibilities of a specific job. It is a standard of function that defines the appropriate and authorised content of a job. A job description should say what is to be done, how it is done and why it is to be done?
Job specification is about the minimum acceptable knowledge, skill and qualities necessary to perform a job. It is a standard of the individuals’ designated qualities, required for acceptable performance.

5. 4 JOB ANALYSIS INFOSYS JOB ANALYSIS AND JOB DESIGN
The information includes:
1. Purpose of the job
2. Major duties or activities required of the job holder
3. Conditions under which the job is performed
4. Competencies (skill, knowledge, ability and other attributes
which enable and enhance the performance of the work)

6. 4 Methods of Collecting Information
INFOSYS JOB ANALYSIS AND JOB DESIGN
Methods of Collecting Information
Interview 
Group interview 
Questionnaire 
Narrative descriptions
Observation 
Technical conferences/Seminars 
Equipment-based method 
Receiving records and literature 
Studying equipment design specification 
Method analysis 
Time and Motion Study
Process Reengineering
Critical Incident Technique
11. Standardised job analysis questionnaire
Position Analysis Questionnaire (PAQ)

7. 4 Management Position Description Questionnaire (MPDQ)
INFOSYS JOB ANALYSIS AND JOB DESIGN
Management Position Description Questionnaire (MPDQ)
Supervision
Staff service
Internal business control
Complexity and stress
Coordination of other organizational units and personnel
Public and customer relations
Broad HR responsibility
Autonomy of action
Advanced consulting
Advanced financial responsibility
Approval of financial commitments
Product and service responsibility
Product, market and financial planning

8. 4 Job Description INFOSYS JOB ANALYSIS AND JOB DESIGN
Table 4.1 Job Description
Job identification
Job summary
Duties performed
Supervision given and received
Relation to other jobs
Machines, tools and materials
Working conditions
Definitions of unusual terms
Comments that add and clarify the above and any other

9. 4 Job Specification INFOSYS JOB ANALYSIS AND JOB DESIGN
Exhibit 4.3 Job Specification Form
JOB SPECIFICATION Department:
Section:
Job title:
Job Location:
Criteria Essential Desirable Contra-indicator
Education, qualification, training
Experience
Knowledge and skills
Personality
Physical make-up
Interests
Other requirements
Prepared by: Signature:

10. 4 Uses of Job Analysis Information INFOSYS JOB ANALYSIS AND JOB DESIGN
Validation of Hiring Procedures 
Training 
Job Evaluation 
Performance Appraisal 
Career Development 
Organization 
Induction 
Counseling 
Labor Relations 
Job Engineering 

11. 4 Job Analysis Inaccuracy INFOSYS JOB ANALYSIS AND JOB DESIGN
Low Accuracy Motivation
Impression Management .
Demand Effects .
Reliance on Heuristics and Job Stereotypes 
Use of Extraneous and Irrelevant Information .
Halo 
Leniency and Severity 

12. 4 FACTORS AFFECTING JOB DESIGN INFOSYS JOB ANALYSIS AND JOB DESIGN
Process values of specialization and repetitive operators
Changing technology
Labour union policies
Abilities of the present employees
Available supply of potential employees
Interaction requirements of jobs within the system
Psychological and social needs of human beings

13. 4
INFOSYS JOB ANALYSIS AND JOB DESIGN
Job Enlargement
Job Enrichment

14. 4
INFOSYS JOB ANALYSIS AND JOB DESIGN
Job Characteristics Model

15. 4 Job Evaluation Methods INFOSYS JOB ANALYSIS AND JOB DESIGN
1. Those that are based on a job discipline
(a) Whole Job vs Compensable Factors 
(b) Comparing Jobs vs Attributes 
2. Those that are based on direct assessment of components of the job

16. 4 INFOSYS JOB ANALYSIS AND JOB DESIGN Table 4.1 Job Description
Job identification
Job summary
Duties performed
Supervision given and received
Relation to other jobs
Machines, tools and materials
Working conditions
Definitions of unusual terms
Comments that add and clarify the above and any other

17. 4 INFOSYS JOB ANALYSIS AND JOB DESIGN Exhibit 4.2 Job Description Form
Job Description Department:
Section:
Job title:
Responsible to:
Responsible for:
Job location:
Purpose:
Tasks and duties:
Other features:
Prepared by: Signature:
Job title: Date:

18. 4 INFOSYS JOB ANALYSIS AND JOB DESIGN
Exhibit 4.3 Job Specification Form
Job Specification Department:
Section:
Job title:
Job Location:
Criteria Essential Desirable Contra-indicator
Education, qualification, training
Experience
Knowledge and skills
Personality
Physical make-up
Interests
Other requirements
Prepared by: Signature:
Job title: Date:

19. 4 INFOSYS JOB ANALYSIS AND JOB DESIGN Exhibit 4.4 Job Analysis Form
Job Analysis Form Department:
Section:
Location:
Responsible to: Responsible for:
Purpose and contacts:
Work environment:
Authority, tasks and responsibilities:
Work standards and checking procedures:
Skills, knowledge and experience:
Job prospects:
Other information:
Completed by: Signature:
Job title: Date:

20. 4 INFOSYS JOB ANALYSIS AND JOB DESIGN
Table 4.2 Definitions from the ‘Uniform Guidelines’
Term
Definition
Job analysis
A detailed statement of work behaviors and other information relevant to the job.
Work behaviour
An activity performed to achieve the objective of the job. Work behaviors involve observable (physical)
Observable
Able to be seen, heard, or otherwise perceived by a person other than the person performing the action.
Knowledge
A body of information applied directly to the performance of a function.
Skill
A present, observable competence to perform learned psychomotor act.
Ability
A present competence to perform an observable behavior that results in an observable product.