JOB ANALYSIS AND

JOB DESIGN
WEEK 3

SMG451-NDA

Definition of Job Analysis,

Job and Position
Job analysis systematic process of
determining the skills, duties and knowledge
required for performing jobs in an organization
Job consists of a group of tasks that must be
performed for an organization to achieve its
goals
Position collection of tasks and
responsibilities performed by one person
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Example
In a work group consisting of a
supervisor, two senior clerks and four
word processing operators.how many
jobs and positions?
Three jobs and seven positions

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WHEN IS IT PERFORMED?
1. When the organization is founded and a
job analysis program is initiated for the
first time
2. When new jobs are created

3. When jobs are changed significantly as a

result of new technologies, methods,
procedures or systems
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JOB ANALYSIS SUMMARY

Duties
Responsibilities
Relationship to other jobs
Knowledge
Skills
Working conditions
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IMPORTANCE OF JOB
ANALYSIS
1.
2.
3.
4.
5.

Staffing
Training and Development
Compensation and Benefits
Safety and Health
Employee and Labor Relations

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IMPORTANCE OF JOB
ANALYSIS
6. Legal Considerations
7. Job Analysis for Teams
8. Discovering Unassigned Duties

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TYPES OF JOB ANALYSIS

INFORMATION

Work activities
Worker-oriented activities
Machines, tools, equipment and work aids used
Job-related tangibles and intangibles
Work performance
Job content
Personal requirements for the job
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PEOPLE WHO PARTICIPATE IN JOB

ANALYSIS SHOULD INCLUDE
(AT A MINIMUM)
Employee
Employees immediate supervisor
Job analyst
Consultants

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METHODS OF COLLECTING
JOB ANALYSIS INFORMATIONS
1.
2.
3.
4.
5.

Questionnaires
Observation
Interviews
Employee Recording
Others Combination of all methods

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What is Job Design?

Process of determining the specific tasks to be
performed, methods used in performing these
tasks, and how the job relates to other work in
the organization
Process of defining how work will be performed
and what tasks will be required in a given job
Emphasized in making jobs more efficient and
more motivating

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APPROACHES TO
JOB DESIGN
Design for Efficiency
(Industrial Engineering
Design for Mental Capacity
Filtering information
Clear displays and instructions
Memory aids

JOB

Design for Motivation

Job enlargement
Job enrichment
Teamwork
Flexibility

Design for Safety and Health

(Ergonomics)
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Design for Efficiency

Industrial engineering looks for the

simplest way to structure work in
order to maximize efficiency.
Most organizations combine
industrial engineering with other
approaches to job design.

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Characteristics of a
Motivating Job

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Designing Jobs That Motivate

A pure focus on efficiency will not achieve human resource

objectives.
Job design should take into account factors that make jobs
motivating to employees.
Job Characteristic Model describes jobs in terms of five
characteristics:
Skill variety
Task identity
Task significance
Autonomy
Feedback

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Designing Jobs That Motivate

Self managing work teams have authority for

an entire work process or segment.

Flexible work schedules offer alternatives to the
8-5 work job.

Flextime
Job sharing
Compressed workweek
Telework

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Designing Jobs That Motivate

Job enlargement refers to broadening the types of
tasks performed.
Job rotation does not actually redesign the jobs,
but moves employees among several different
jobs.
Job enrichment is empowering employees by
adding decision-making authority to their jobs. It
comes from the work of Frederick Herzberg.

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Designing Jobs That Motivate

The study of the interface between individuals

physiology and the characteristics of the physical

environment is called ergonomics.
Goal is to minimize physical strain on the
workers by structuring the physical work
environment around the way the human body
works
2001 OSHA regulations

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Designing Jobs That Meet Mental

Capabilities and Limitations
Just like the body, the mind too has capabilities
and limitations.
There are several ways to simplify a jobs mental
demands:

Limit the amount of information and memorization the job

requires
Provide adequate lighting

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Designing Jobs That Meet Mental

Capabilities and Limitations

Provide easy-to-understand gauges and displays

Provide simple-to-operate equipment
Provide clear instructions

A recent source of job complexity is the flood of

e-mails received.

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What is Job Enrichment?

Basic changes in the content and level of
responsibility of a job, so as to provide
greater challenge to the worker

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What is Job Enlargement?

Changes in the scope of a job to provide
greater variety to the worker

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JOB DESCRIPTION
Provides information regarding the
essential tasks, duties and
responsibilities of the job
Items included in job description:
Major duties performed
Percentage of time devoted to each
duty
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JOB DESCRIPTION
Performance standards to be achieved
Working conditions and possible hazards
Number of employees performing the jobs
and to whom they report
The machines and equipment used on the
job

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JOB DESCRIPTION
Job Identification
Date of the Job Analysis
Job Summary
Duties Performed
Job Specification

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Sample Job Description

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JOB SPECIFICATION
A document that outlines the
minimum acceptable qualifications a
person should possess to perform a
particular job
Included: educational requirements,
experience, personality traits and
physical abilities
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Sample Job Specifications

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Thoughts of the day

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