Job Analysis Job Analysis Job analysis refers to

Job Analysis

Job Analysis Job analysis refers to the process of collecting information about a job

Assistant Professor in HR 3

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• It involves collection of information that should include knowledge, skill and ability (KSA) • In addition to KSA’s, other details about the job may include the place where the job is completed and performance standards 6

Source: Adapted from Personnel/Human Resource Management by Leap and Crino, p. 121 The Process of Job Analysis

The Process of Job Analysis (Contd. ) • Strategic Choices – Employee Involvement – Level of Details (Time & motion study e. g Crane Vs HR manager) – When and How Often (new org, new job, change job) – Past-Oriented versus Future-Oriented (type writer vs computers)

The Process of Job Analysis (Contd. ) • Information Gathering • What type of data is to be collected? • What methods? • Who should collect the data? Personnel Responsible for Data collection

Methods of Collecting Job Data

The Process of Job Analysis (Contd. ) • Information Processing – Once the job information has been collected, it needs to be processed, so that it would be useful in various personnel functions

Source: Dale S. Beach, Personnel—The Management of People at Work, p. 166 Nature of Job Analysis (Contd. ) Job Description and Job Specification

The Process of Job Analysis (Contd. ) • Purposes of Job Analysis

Potential Problems with Job Analysis • Support from Top Management • Single Means and Source • No Training or Motivation • Activities may be Distorted

Job Design • It integrates work content (tasks, functions, relationships), the rewards (extrinsic and intrinsic), and the qualifications required (skills, knowledge, abilities) for each job in a way that meets the needs employees and the organizations. • Thus, job design involves three steps; • The specification of individual tasks, • The specification of the method(s) of performing each task, and • The combination of tasks into specific jobs to be assigned to individuals. 18

Job Design Approaches (Contd. ) • Job Enlargement – Job enlargement is an increase in job tasks and responsibilities to make a position more challenging. – It is a horizontal expansion, which means that the tasks added are at the same level as those in the current position.

Source: Based on Human Resource Management by John Bratton and Jeffrey Gold, p. 123 Job Design Approaches (Contd. ) • Job Enlargement An Example of Job Enlargement

Job Enrichment • Job enrichment is a management concept that involves redesigning jobs so that they are more challenging to the employee and have less repetitive work. 21

Source: Based on Human Resource Management by John Bratton and Jeffrey Gold, p. 123 Job Design Approaches (Contd. ) • Job Enrichment An Example of Job Enrichment

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Enlargement Vs Enrichment 24

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Job Design 27