Job Analysis is the process of determining and recording all the pertinent information about a specific job, including the tasks involved, the knowledge and skill set required to perform the job, the responsibilities attached to the job and the abilities required to perform the job successfully. ↓↓↓↓ Read More: @ Kindly Follow my Instagram Page to discuss about your mental health problems- -----> https://instagram.com/mentality_streak?utm_medium=copy_link @ Appreciate my work: -----> behance.net/burhanahmed1 Thank-you !

1. Job Analysis & Job Design

2. Outline
 Basic Terminologies
 Job Analysis
Products of Job Analysis
Job Analysis Methods
Potential Problems with job analysis

3. Outline
 Job Design
Job Scope and Job Depth
Sociotechnical Approach to Job Design
The Physical Work Environment
Alternative Work Schedule and arrangements

4. Basic Terminologies
 Micro Motion:
Simplest unit of work, involves very elementary
movements, such as reaching, grasping, positioning &
releasing an object. (recording and analyzing the
timing of basic elements of an operation with the
objective of achieving the best method of performing
the operation.)
Element:
Aggregation of two or more micro motions: usually
thought of as a complete entity, like picking up and
transporting an object

5. Basic Terminologies
 Task:
Consisting of one or more elements: one of the distinct
activities that constitute logical and necessary steps in
a performance of a work by an employee. A task is
performed whenever human effort, physical or mental,
is exerted for a specific Purpose.

6. Basic Terminologies
 Duties:
One or more task performed in carrying out a job
responsibilities.
 Responsibilities:
Obligations to perform certain tasks and assume certain
duties.
Position:
Collection of task and responsibilities constituting the
total work assignment of a single employee.

7. Basic Terminologies
 Job:
Group of positions that are identical with respect to their
major or significant tasks and responsibilities and
sufficiently alike to justify their being covered by a
single analysis. One or more person may b employed
in the same job.

8. Basic Terminologies
 Occupation:
A Grouping of similar jobs or job classes.
Recruitment:
Process of seeking and attracting a pool of a people from
which qualified candidates for job vacancies can be
chosen.

9. Basic Terminologies
 Selection
Process of choosing from those available the individuals
who are most likely to perform successfully in a job.
Orientation:
Introduction of new employees to the organization,
work unit & job.

10. Basic Terminologies
Training:
Learning process that involves the acquisition of skills,
concepts, rules, or attitudes to increase employee
performance.

11. Products of job analysis
 Job Description:
Written Synopsis of the nature and requirement of a Job.
Job Specification:
A job specification concentrates on the knowledge,
skills, abilities, and other characteristics(KSAOs)
Needed to Perform the Job.

12. Job Analysis Methods:
 Observation
Motion Study (Most Efficient way to do a task)
Time Study (how long it should take to perform a
task)
 Interview
 Questionnaires
Position Analysis Questionnaire
Management position description Questionnaire
 Functional Job Analysis

13. Potential Problems with Job
Analysis
 Top Management Support is missing
 The superior and jobholder do not participate in the
design of the job analysis Procedure
 No training & motivation exists for jobholders
 Employees are not allowed sufficient time to complete
analysis
 Activities may be distorted

14. Job Design
 Job design is a process of structuring work and
designating the specific work activities of an
individuals to achieve certain organizational objectives
.Designing a job involves making decisions as to who,
what, where, when, why, and how the job will be
performed.

15. Job Design Process
It generally divided into three phases:
1) Specification of individual tasks(What)
2) Specification of the method of performing each
task(How)
3) The combination of individual tasks into specific
jobs to be assigned to individuals(When, Where)

16. Job Design
 Job Scope:
Number & Variety of tasks performed by the jobholder
Job Depth:
Freedom of jobholders to plan and organize their own
work, work at their own pace, and move around and
communicate.

17. Sociotechnical Approach to Job
design
 According to this concept, employers should design
jobs by taking a holistic, or system, view of the entire
job situation, including its physical and Social
environment.

18. Physical Work Environment
 It includes factors such as temperature, humidity,
ventilation, noise, lighting, color & Spatial Density can
have an impact on design of job.

19. Alternative work schedules &
Arrangements
 Flextime:
It allows employees to choose, within certain limits,
when they start their workday.
Telecommunicating:
It is a practice of working at home or while travelling and
being able to interact with the office.

20. Alternative work schedules &
Arrangements
 Job Sharing:
It is relatively new concepts where two or more part time
individuals perform a job that would normally be held
by one full time person.
Condensed workweek:
Under the condensed workweek, the number of
hours worked per day is increased and number of days in
the workweek is decreased.

21. Alternative work schedules &
Arrangements
 Contingent Workers
Employees who are independent contractors and on-
call workers or temporary short-term workers.