This ppt is the logical explanation of how job design and analysis helps the HR department to find or choose a perfect and efficient candidate for the organization. And a brief idea about the recruitment process and how it works.

1. How job analysis & design helps
HRM
to find a efficient candidate
A logical Explanation by
Kabir Md Shahriar
GSB- 196235

2. Short Insight
i. Introduction.
ii. Workflow analysis.
iii. What is Job analysis & design?
iv. What is Job analysis?
v. What is Job design?
vi. Impact of Job analysis on recruitment.
vii. Effective Job analysis for recruitment.
viii. Effective Job design for recruitment.
ix. Effective Job design & analysis for recruitment.
x. Conclusion.
xi. References.

3. To successfully run an organization or a company one of the most vital portions of HRM.
Previously, managers and economists traditionally have seen human resource management as
a necessary expense, rather than as a source of value to their organizations. Economic value is
usually associated with capital, cash, equipment, technology, and facilities. However, research has
demonstrated that HRM practices can be valuable. Decision making, employment opportunity, safe
workplace, job designing, work analyzing, what to pay, whom to hire, various training, performance
evaluation these types of issues become very harder to finalize. And these issues can be only
resolved by HRM. Then managers & economists understand the significance of HRM in an
organization.

4. Workflow analysis:
Workflow analysis is a study of the way documents, information and the people who are
related to a process move through an organization. Workflow analysis refers to the
process by which a manager can take a close look at the company and determine
where its strengths and weaknesses lie. Before job analysis and designing the organization
planner need to analyze what workflow and what things need to be done. The main goal of
work flow analysis is to identify the inputs & outputs required to carry out the work
process.

5. What is Job analysis & design?
Job analysis and design are one of the most important part
of HRM. Though job design is slightly depends on job
analysis but Job analysis and design both are
complementary idea in HRM. Managers usually mean
that, Job analysis is a systematic investigation of tasks,
duties and responsibilities of a job and Job design is the
process of deciding on the contents of a job in terms of
its duties and responsibilities. The main objectives
of job analysis and design are to show the job’s role and
to integrate the needs of the individual and the
requirements of the organization.

6. What is Job analysis:
Job analysis is the term used to describe the process of analyzing a job or occupation into its various
components, that is, organizational structure, work activities, and informational content.
Job Analysis
Job Description (TDRs) Job Specification (KSAO)
Task Knowledge
Duties Skill
Responsibilities Ability
Job Title Other Characteristics

7. What is Job analysis:
Major aspects of Job analysis:
Position analysis questionnaire (PAQ) :
Fleishman Job Analysis System:
A standard job analysis questionnaire
containing 194 questions about work that
apply a wide variety of jobs.
Job analysis technique that asks subject-
matter experts to evaluate a job in terms of
the abilities required to perform the job.
Major Trends in Job analysis:
 Organization’s structure & strategy.
 Over time & flexibility.
 Downsizing.
 Expanded use.

8. What is Job design:
The process of defining how work will be performed and what tasks will be required in a given job or
a similar process that involves changing an existing job design.
Approaches to job design:
4D Approaches
Design for efficiency
Design for mental capacity
Design for Motivation
Design for safety and health
Job Design Characteristics:
 Skill Variety
 Task Identity
 Task Significance
 Autonomy
 Feedback

9. Impact of Job analysis
on recruitment:
• Finding the right candidate for an open position can be a lot of work. It can also be expensive.
Many hiring managers have found themselves in a sea of job applicants, feeling uncertain of the
exact specifics of a job, and wondering whether any of the candidates would actually be
successful. When uncertainty rears its ugly head, a job analysis might help, since its very
function is to nail down clear expectations and requirements for specific jobs. A proper job
analysis, hence, may prove to be a turning point for an organization. It not only creates the right
job-candidate fit but also enhance the success of management practices, which in turn, lays the
foundation for a strong organization.
• Job analysis process helps in establishing effective hiring practices and guides managers in
identifying the selection criteria required to deliver the expected output. That’s why job
analysis is called as the building block of all HRM functions.

10. Effective Job analysis
for recruitment:
Observation The performance of the worker is monitored by a manager,
supervisor or job analyst, industrial engineer
Interviewing In the interview technique of collecting data, the manager or the
overseer monitors every job place and the worker performing it.
Questionnaire This may be easier than the interviewing method, but a
questionnaire must be clearly written so employees can give reliable
answers.
Critical incident
method
This method consists of observation and documentation of other
instances and whether the behaviors were effective or futile to
produce the desired results.
Employee Diary/Log The employee himself records his performance in a diary/log along
with the frequency of the duty and the time needed to perform.
Work Sampling: Mostly effective for regular monotonous jobs and cyclic repetitive
jobs.
Job analyses can be conducted in many ways, but involving the employee who
actually performs the job is essential. Keep in mind, however, that the intent of
a job analysis is to evaluate the job, not the person doing the job.

11. Effective Job analysis
for recruitment:
These previous job analysis methods imply the recruitment process as follows:
• Recruitment and Selection: Determining what kind of person is required to perform a
particular job, job Analysis helps in. It points out the educational qualifications, level of
experience and technical, physical, emotional and personal skills required to carry out a
job in desired fashion. The objective is to fit a right person at a right place.
• Performance Analysis: Manager or the company usually check, if goals and objectives
of a particular job are met or not through job analysis. It helps in deciding the
performance standards, evaluation criteria and individual’s output. On this basis, the
overall performance of an employee is measured and he or she is appraised accordingly.
• Training and Development: Job Analysis can be used to assess the training and
development needs of employees. The difference between the expected and actual output
determines the level of training that need to be imparted to employees. It also helps in
deciding the training content, tools and equipment to be used to conduct training and
methods of training.

12. Effective Job analysis
for recruitment:
• Compensation Management: Of
course, job analysis plays a vital
role in deciding the pay packages
and extra perks and benefits and
fixed and variable incentives of
employees. After all, the pay
package depends on the position,
job title and duties and
responsibilities involved in a job.
The process guides HR managers
in deciding the worth of an
employee for a particular job
opening.

13. Effective Job design for
recruitment:
Job design is also an important element for recruiting an efficient candidate. Job design
follows job analysis. Actually, it is the next step after job analysis. Job design essentially
involves integrating job responsibilities or content and certain qualifications that are
required to perform the same. Further it also makes the job look interesting and specialized.
There are various steps involved in job design that follow a logical sequence. The whole
process of job design is aimed to address various problems within the organizational setup,
those that pertain to ones description of a job and the associated relationships. More
specifically the following areas are fine tuned:
Checking the work overload.
Defining working hours clearly.
Checking upon the work under load.
Defining the work processes clearly.
Ensuring tasks are not repetitive in nature.
Ensuring that employees do not remain isolated.

14. Effective Job design for
recruitment:
Job should be designed in such a way that job requirement and job specification should be
balanced. Organizations should conduct variety of jobs ranging from simple to complex.
Job should not be over loaded as well as under loaded. They need to balance the
responsibility and authority. Jobs need to be linked vertically and horizontally. There are
different methods or techniques available for job design. Some of the most common job
design methods include:
Work Simplification: Jobs are assigned to employees on the basis of specialization so that the productivity can be
improved through work specialization.
Job Rotation: Jobs are created in such a way that employee should work all the responsibility one after another at
certain interval of time.
Job enlargement Different tasks or activities having similar nature and characteristics should be added to create new
job.
Job enrichment method: Jobs are designed including task demanding higher order skills, greater experience and better
expertise.
Autonomous team: Autonomous work teams are the groups of self directed, self managed and self motivated employees
who work for inter related and interdependent works.
Modified work schedule
method
Modified work schedule method is the one in which work schedule, timing, shift, or routine of the
work is rescheduled as per the convenience or demand of workers.

15. Effective Job design & analysis
for recruitment:
Merits of Job Analysis:
 Direct job-related information is given: Job analysis provides direct and detailed information about the
job and the right way to perform the duties.
 Useful for constructing the proper job-employee combination: Job Analysis helps the organizations to
select the suitable candidates as the workers; who can perform according to the job necessities efficiently.
 Useful for effectual hiring methods: The decisions of which candidate to select and whom to reject is
confusing; job evaluation makes this easy as the requirements of each job is detailed properly and only the
candidates who fulfil this criterion will be selected.
 Monitoring of performance assessment and appraisal methods: Job Analysis is useful in reviewing the
performance of the workers by making the comparison of the desired result with the actual result.
 Assist in analyzing the instruction and progress requirements: The practice of job analysis answers
numerous difficulties and queries; the person giving the instructions and training, the time of training and
instructing, the matter of instruction and training, how should the training be given and is it behavioral or
technical, and the process of conducting the training.

16. Effective Job design & analysis
for recruitment:
Merits of Job Design:
• Employee input: A good job design enables a good job feedback. Employees
have the option to vary tasks as per their personal and social needs, habits and
circumstances in the workplace.
• Employee training: Training is an integral part of job design. Contrary to the
philosophy of “leave them alone’ job design lays due emphasis on training people
so that are well aware of what their job demands and how it is to be done.
• Work / Rest schedules: Job design offers good work and rest schedule by clearly
defining the number of hours an individual has to spend in his/her job.
• Adjustments: A good job designs allows for adjustments for physically
demanding jobs by minimizing the energy spent doing the job and by aligning the
manpower requirements for the same.

17. Effective Job design & analysis
for recruitment:
Some Common Demerits of Ineffective Job Analysis :
1. Tiresome and lengthy: The drawback which discourages most people from doing a job
analysis is the lengthy procedure and unnecessary time-consumption and time-wastage during the
interviews or observations.
2. Involves personal liking and biases: Though job analysis is a very efficient method of
understanding the job requirements when done properly; but most often the analysis is distorted
by personal likes and dislikes.
3. Need immense amounts of hard work and dedication: It becomes all the more difficult and
complex since all the different jobs has different demands and requirements in no single outline.
So the same method of job analysis and the same questions and evaluation systems will not
suffice for the different jobs.
4. No one can analyze mental potential through Job analysis methods: The mental aptitudes
like intelligence, sentiments, knowledge and wisdom, propensity, patience and stamina are never
to be seen as these are intangible characteristics of each individual.

18. Effective Job design & analysis
for recruitment:
Some Common Demerits of Ineffective Job Design:
1. Boredom: There will be high chance of over specialization of skills. Repetitive job create
boredom in workers. Monotony at work may increase absenteeism, turnover and accidents.
2. Misuse of opportunity: Tendency of seeking transfer because of personal reason can be
increased. Employees need to time to adjust in new environment which may interrupt regular
performance.
3. More pressure and boredom: Training is essential for additional responsibility which
increase pressure. Already monotonous job will be more monotonous with additional tasks.
4. Low performance: If job is designed with enrichment method then it will be risky to assign
higher order responsibilities to the employees without training. And also inappropriate to the
employees with low self esteem, confidence and pessimistic employees.
5. Team conflict: Team conflict may reduce the productivity of team. Dominating tendency of
employees negatively affects on the team productivity.

19. The above slides show the standing of job analysis and design for the manager or a company. It is
clearly perceived that without job analysis and design a manager can not find a resourceful
candidate for the job. Though job analysis and design have some shortcomings overall the necessity
of job analysis and design is very noteworthy for candidate selection.
Conclusion:

20. References:
1. Human Resource Management by Noe, Hollenbeck, Gerhart, Wright.
2. https://blog.careerminds.com/job-analysis-methods
3. https://job-analysis.net/G000.htm
4. https://www.bizjournals.com/bizjournals/how-to/human-resources/2016/04/how-a-job-
analysis-can-increase-your-recruiting.html
5. https://www.managementstudyguide.com/job-design.htm
6. https://www.managementstudyguide.com/approaches-to-job-design.htm
7. http://mbasdimt.blogspot.com/2017/03/job-design-process-benefits-or.html
8. https://content.wisestep.com/job-analysis-objectives-methods-advantages-
disadvantages/
9. https://www.youtube.com/watch?v=P1fgOyqKQrI