The document discusses job analysis and design. It defines key terms like job, position, occupation, job analysis, job description, and job specification. It describes methods of collecting job analysis information like interviews, questionnaires, and observation. It outlines uses of job analysis like validation, training, evaluation, and engineering. Factors affecting job design and models like job characteristics are examined. Methods of job evaluation based on job discipline and components are presented.

1. INFOSYS JOB ANALYSIS ANDINFOSYS JOB ANALYSIS AND
JOB DESIGNJOB DESIGN
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2. 44 INFOSYS JOB ANALYSIS AND JOB DESIGN
OBJECTIVESOBJECTIVES
• Describe Job, Job Analysis and Job Evaluation
• Methods of Job Analysis and Job Evaluation
• Job Characteristic Model
• Analyze Job Design

3. 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.
44 INFOSYS JOB ANALYSIS AND JOB DESIGN
What is a Job?What is a Job?

4. 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.
44 INFOSYS JOB ANALYSIS AND JOB DESIGN

5. 44 INFOSYS JOB ANALYSIS AND JOB DESIGN
JOB ANALYSISJOB ANALYSIS
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)

6. Methods of Collecting InformationMethods of Collecting Information
1. Interview
2. Group interview
3. Questionnaire
4. Narrative descriptions
5. Observation
6. Technical conferences/Seminars
7. Equipment-based method
8. Receiving records and literature
9. Studying equipment design specification
10. Method analysis
Time and Motion Study
Process Reengineering
Critical Incident Technique
11. Standardised job analysis questionnaire
Position Analysis Questionnaire (PAQ)
44 INFOSYS JOB ANALYSIS AND JOB DESIGN

7. Management Position DescriptionManagement Position Description
Questionnaire (MPDQ)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
44 INFOSYS JOB ANALYSIS AND JOB DESIGN

8. 44 INFOSYS JOB ANALYSIS AND JOB DESIGN
Job DescriptionJob Description
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

9. 44 INFOSYS JOB ANALYSIS AND JOB DESIGN
Job SpecificationJob Specification
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:

10. Uses of Job Analysis InformationUses of Job Analysis Information
1. Validation of Hiring Procedures
2. Training
3. Job Evaluation
4. Performance Appraisal
5. Career Development
6. Organization
7. Induction
8. Counseling
9. Labor Relations
10. Job Engineering
44 INFOSYS JOB ANALYSIS AND JOB DESIGN

11. Job Analysis InaccuracyJob Analysis Inaccuracy
• Low Accuracy Motivation
• Impression Management .
• Demand Effects .
• Reliance on Heuristics and Job Stereotypes
• Use of Extraneous and Irrelevant Information .
• Halo
• Leniency and Severity
44 INFOSYS JOB ANALYSIS AND JOB DESIGN

12. FACTORS AFFECTING JOB DESIGNFACTORS AFFECTING JOB DESIGN
1. Process values of specialization and repetitive operators
2. Changing technology
3. Labour union policies
4. Abilities of the present employees
5. Available supply of potential employees
6. Interaction requirements of jobs within the system
7. Psychological and social needs of human beings
44 INFOSYS JOB ANALYSIS AND JOB DESIGN

13. 44 INFOSYS JOB ANALYSIS AND JOB DESIGN
Job Enlargement
Job Enrichment

14. 44 INFOSYS JOB ANALYSIS AND JOB DESIGN
Job Characteristics Model

15. Job Evaluation MethodsJob Evaluation Methods
1. Those that are based on a job discipline
(a) Whole Job vs Compensable Factors
(b) Comparing Jobs vs Attributes
44 INFOSYS JOB ANALYSIS AND JOB DESIGN
2. Those that are based on direct assessment of
components of the job

16. Table 4.1 Job Description
44 INFOSYS JOB ANALYSIS AND JOB DESIGN
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

17. Exhibit 4.2 Job Description Form
44 INFOSYS JOB ANALYSIS AND JOB DESIGN
Job Description Department:
Section:
Job title:
Responsible to:
Responsible for:
Job location:
Purpose:
Tasks and duties:
Other features:
Prepared by: Signature:
Job title: Date:

18. Exhibit 4.3 Job Specification Form
44 INFOSYS JOB ANALYSIS AND JOB DESIGN
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:

19. Exhibit 4.4 Job Analysis Form
44 INFOSYS JOB ANALYSIS AND JOB DESIGN
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:

20. 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.
44 INFOSYS JOB ANALYSIS AND JOB DESIGN