1. JOB ANALYSIS AND DESIGN
Chapter 2

2. JOB ANALYSIS AND DESIGN
IMPORTANCE:
Job design can impact employee performance
Affect job satisfaction
Help reduce turnover and absenteeism
Affect worker both physically and mentally

3. JOB JOB – grouping of similar positions
POSITION – collection of task, duties and responsibilities performed by a single person.
TASK – composed of motions and distinct identifiable work activity
DUTY - composed of task in a larger work segment performed by individual
RESPONSIBILITIES – obligation to perform certain task and duties.

4. JOB DESIGN
An approach that specifies the tasks that constitute a job for an individual or a group. Objective: develop requirements of the organizational and the technology that satisfy the personal and individual requirements of the jobholder.

5. JOB DESIGN Design aspect: Job specialization and enrichment
Psychological component
Ergonomics and work methods
Motivation and incentive systems

6. JOB DESIGN Job specialization and enrichment Psychological component
Specialization - Concentration on one particular type of work
Job enlargement – grouping variety of work of the same skill level
Job enrichment – vertical responsibility; giving more responsibility includes planning and control
Psychological component
The objective is to improve quality of life, job satisfaction and motivation of employee (reasonable job, training, opportunity to learn, minimal decision making, social support and recognition, social life, desirable future etc)

7. JOB DESIGN Job specialization and enrichment Psychological component
Ergonomics and work methods
Ergonomics: Study of the relationship between people and their working conditions, specially machines the use
Use of machines to reduce stress and fatigue
Work method: better way to accomplish task
Motivation and incentive systems
Money the most powerful motivator
Bonuses: cash, stock options usually for executives
Gain sharing: reward given if organization gain profit
Incentive system: reward based production above standard

8. WORK SCHEDULE Flex-Time – varying work hours, or schedule.
Compressed workweeks – performing one week’s work in less that five days.
Part-time employment
Permanent part time
Job sharing
Work sharing
Temporary part time

9. JOB ANALYSIS
A systematic investigation of the task, duties, and responsibilities required in a job, and the necessary skills, knowledge and abilities someone needs to perform the job adequately.

10. JOB ANALYSIS USES OF JOB ANALYSIS: Job definition Job redesign
Recruitment
Selection and placement
Orientation
Training
Career counseling
Employee safety
Performance appraisal
Compensation

11. PROCESS OF JOB ANALYSIS
Phase I. Determining the scope of the project Phase II. Deciding on what method/s of job analysis to adopt. Phases III. Actual collection and analysis of data Phases IV. Assessing job analysis methods

12. TYPES OF JOB DATA Job Data - subject to collection efforts.
Classification:
Behavioral description
Job oriented activities
Work oriented activities
Ability requirement
Perceptual speed, ability
Numerical aptitude
Job characteristics
Equipment information

13. SOURCES OF JOB DATA
Internal source
External source

14. METHODS OF GATHERING INFORMATION
Observation
Interview
Questionnaire

15. PRODUCTS OF JOB ANALYSIS
Job Description
Job title
Duties to perform
Characteristic of the job
Environmental condition
Job Specification
Physique, attainment, general intelligence, interest, disposition, special circumstances
Job Evaluation

16. SEATWORK and ASSIGNMENT
Seatwork: Group of 5 – The New Job Analyst.
Assignment: Prepare the job specification of the position you are holding in the company (HRM organizational chart)