Whatever we ‘re doing here will

send a giant ripple through the

universe”
Lecture outline

 Terminology used in describing jobs

 Historical View
 Job analysis –its meaning and importance
 Purpose of Job analysis
 Process of Job analysis
 Steps in Job analysis
 Job description
 Job specification
 Job design
 Results of Poorly designed Jobs
Organization in the new millennium

 Evolving work methods

 Organization structure

 Reporting relationships

 Global demands

 Knowledge workers
 Historical view
 Fredrick Taylor(1911)
 Replaced rule of thumb methods with
scientific study
 Scientifically select ,train and develop workers
 Divide work such that managers apply
scientific principles and workers implement
them
 Find one best way to accomplish any task
 Utilize time and motion studies to analyse tasks
Elton Mayo (1927-1932)
 Informal organization affects productivity

 Work group norms affect productivity

 Workplace is a social system

 Work is more than task and duties

Terminology of Job analysis
 The process involving formal and detailed
examination of the jobs ,which involves the
identification of the required tasks
,knowledge and the skills necessary for
performing them and the conditions under
which they should be performed.

 It
deals with the anatomy of the job
 Benchmark to measure and quantify
employee performance
Purpose of Job analysis
How it can be used in organization?

 Help
the company remain profitable and
competitive

 Help the company keep up with technology

 Prevent employees from being overworked

 Help
the company stay in compliance with
government regulations
Elements of Job analysis
 Objectives of organization

 What your role requires you to do ?

 What strengths you bring to the job ?

 What is the scope of Job and skills growth ?

Sources of job Analysis
information
 From employees who actually perform a
job
 From other employees such as supervisors
& foreman who watch the workers while
doing a job & thereby acquire knowledge
about it
 From outside observers specially
appointed to watch employees
Classification Systems used as basis for or
resulting from Job Analysis
 Common Metric Questionnaire (CMQ)

 Fleishman Job Analysis Survey (Manual for Ability Requirements Scales)

 Functional Job Analysis Scales-seven scales to describe what workers

do in jobs

 MOSAIC- Multipurpose Occupational Systems Analysis Inventory-

Closed Ended (MOSAIC)- handling a different set of occupations

Techniques of data collection
for Job Analysis
 Interviews

 Direct observation

 Maintenance of long Records

 Questionnaires

 Critical Incident Technique

Behaviour aspects
 Employee fears
 Paranoia.
 Self-protection.
 Inflating titles and jobs.
 Limiting managerial flexibility
 “It’s not in my job description.”
 Incumbent emphasis.
Process of Job Analysis
Methods of job analysis
 Observation method
 Interview method
 Daily method
 Functional job analysis
 Questionnaire method
 Job Inventories
 Job performance method
Contents of a Job description
 Job identification
 Job summary
 Job duties/Activities
 Relation to the other jobs
 Supervision required
 Machine /tools /equipment
 Working conditions involved
 Social Environment
Job specification

Personal attributes
 EssentialAttributes (KSA)
 Desirable Attributes
 Contra – indicators

a. Physical specification
b. Mental
c. Emotional
d. Behavioral
Role clarity essential for JA
What is a Role?
 Expected Role
 Perceived Role
 Enacted or actual role

 Role analysis is a participatory process

which aims at defining the role content in
relation to all those roles of roles set
members
Process of Role Analysis
 Identifying the focal Role
 Identification of Role Set members
 Listing out expectations and contributions
 Discussion stage
 Identification of KPA’s
 Identification of critical attributes
 Review of Performance
Success profiling
 Competencies

 Enablers & derailers

 Key knowledge

 Key experiences
Success Profiling Process

 Background Review & Process

 Data Collection
 Incumbent Interviews or focus groups
 Critical Incident Meetings
 Visioning discussion
 Validation
Ways of job sculpting
 Technological application
 Quantitative analysis
 Scope of theory development &
conceptual thinking
 Creativity
 Counselling & mentoring
 Scope for managing people & relationships
 Scope for organizational control
 Opportunities of using their language &
ideas