INFOSYS JOB ANALYSIS AND JOB DESIGN 4 INFOSYS JOB ANALYSIS AND JOB DESIGN

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

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 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.

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)

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)

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

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

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:

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 

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 

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

4 INFOSYS JOB ANALYSIS AND JOB DESIGN Job Enlargement Job Enrichment

4 INFOSYS JOB ANALYSIS AND JOB DESIGN Job Characteristics Model

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

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

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:

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:

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:

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.