JOB ANALYSIS & DESIGN Chapter 3
JOB ANALYSIS • Job analysis is a technique of studying a job to identify the skills, knowledge, experience and other requirements necessary to perform a job. • is a process of obtaining information about a particular job by determining the responsibilities, duties, skills and experiences of the prospective employee.
6 important steps to job analysis Step 1: Determine the job that is going to be analysed Step 2: Determine the types of job data that need to be gathered § Duties § Responsibilities § Skill requirements Step 3: Ensure the source of obtaining data § Employee/staff § Supervisor/manager Step 4: Determine the method of data gathering § § Interview Survey (questionnaires) Observation Documents (journals, records & manual book) Step 5: Evaluate and confirm data acquired § Employee/staff § Supervisor/manager Step 6: Prepare a report on job analysis performed
Techniques/Methods for Conducting Job Analysis Interview Observation Survey (Questionnaire) Document
JOB DESCRIPTION -Job descriptions are fundamental documents valuable in a variety of HR functions. -is a written statement/description on a job and it covers the duties that need to be performed.
Job descriptions can be used in: v Recruitment and selection v Training and development v Setting performance standards and appraisal v. Compensation management
Typical headings include: Job title, location and grading Relationships between the job-holder and others Brief statement on the purpose of the job List of duties and responsibilities Terms and conditions of employment to be given to the job-holder Negative aspects of the job
JOB SPECIFICATION - Is a certain eligibility needed to perform tasks and fulfill the responsibilities of a job.
Typical information include: Knowledge, skills and abilities required to do the job Educational qualifications and work experience required Physical requirements of the job, if any Personality requirements, where relevant Career path
JOB DESIGN q is an expansion of the job analysis aiming at improving a job through human and technology, so that organization’s efficiency and job satisfaction can be achieved. q the aims - to improve job satisfaction, to improve through-put, to improve quality and to reduced employee problems
JOB DESIGN involves: 1. 2. 3. 4. job enlargement Job enrichment Job rotation Job simplification
JOB ENLARGEMENT ü increasing the scope of a job through extending the range of its job duties and responsibilities generally within the same level and periphery. ü This contradicts the principles of specialisation and the division of labour whereby work is divided into small units, each of which is performed repetitively by an individual worker.
JOB ENRICHMENT o to motivate employees by giving them the opportunity to use the range of their abilities. o 'vertical loading' of a job.
JOB ROTATION Ø management technique that assigns trainees to various jobs and departments over a period of a few years. Ø Most of the companies use Job Rotation to train employees.