Please Make Efficient Use.

1. JOB ANALYSIS & DESIGN
GROUP MEMBERS :
 DURVANGI VAITY – PG04
 NIKITA KAMBLE – PG05
 SNEHA DALVI – PG06

2. CONTENT
• Meaning Of Job Analysis
• Process Of Job Analysis
• Purpose Of Job Analysis
• Functions Of Job Analysis
• Methods Of Collecting Job Data
• Problems Of Job Analysis
• Job Design
• Factors Affecting Job Design
• Job Design Approaches
• Issues In Job Design
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3. Job Analysis
• Process of collecting information
• Process of two sets of data :-
1.Job Description
2.Job Specification
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4. Job Analysis A Process Of All Pertinent Job Facts
Job Specification
Usually contains such items as;
• Education
• Experience
• Training
• Judgement
• Initiative
• Physical effort
Job Description
A statement containing items
such as;
• Job title
• Location
• Job summary
• Duties
• Machines, tools & equipment
• Materials & forms used
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5. …..CONTINUE
• Physical skills
• Responsibilities
• Communication skills
• Emotional characteristics
• Unusual sensory demands as
sight,smell,hearing
• Supervision given or received
• Working conditions
• Hazards
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6. Definition
“……………. Job analysis is the process of studying and collecting
information relating to the operations and responsibilities of a
specific job. The immediate products of this analysis are job
descriptions and job specifications.”
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7. THE PROCESS OF JOB ANALYSIS
Strategic Choices
Gather
Information
Process
Information
Job
Description
Job
Specification
Uses of Job description
& specification
• Personnel planning
• Performance appraisal
• Hiring
• Training &
Development
• Job evaluation &
compensation
• Health & safety
• Employee discipline
• Work scheduling
• Career planning
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8. Purposes Of Job Analysis
Job
Analysis
Job
Description
Job
Specification
HRP
Recruitment &
Selection
Training &
Development
Job
Evaluation
Remuneration
Performance
Appraisal
Personnel
Information
Safety &
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9. Example With Reference To Synergy
Solutions
The example below is for a sales person who is selling financial
service products. About 75% of his/her time is spent in the office
and the other 25% is out on the road making presentations to
customers. The job requires a Certified Financial Planners
designation and requires heavy duty lead generation.
Example
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10. METHODS OF COLLECTING DATA
JOB
DATA
Observation Interviews
Questionnaire
DairyTechnical
Conference
Checklist
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11. Observation
• Job analyst carefully observes the job holder at work
• Has positive and negative sides
• Positive side –collected data accurate because of direct
observations
• Negative side-time consuming & inapplicable .
• Analyst need to be trained & training means additional cost
• Used for analysing repetitive, short cycle, unskilled & semi skilled
jobs.
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12. Interview
• Structured interview form
• Time consuming
• Positive feature – talking to the job holders
• Effectiveness of method depends on the interviewer & on the
ability of the job holder.
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13. Questionnaire
• Structured & Standard questionnaire
• Advantages & Limitations
• Major advantage – information of large number of jobs can
collected in Short period of time
• Accuracy of information
• Specialised knowledge and training requires
• Dependence on this method create some errors in the programme.
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14. Checklist
• Cover as many activities and job holders tick only those tasks that
are included in jobs.
• Preparation of checklist is challenging
• Advantage – useful in large organisation
• Enable to tabulation and recording on electronic data processing
equipment
• Technique is costly not suitable for small organisation
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15. Technical Conference Method
• Conference of supervisors is used
• Analyst initiates discussions
• Good method of data collection
• Lacks accuracy
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16. Dairy Method
• To record in detail activities each day
• If done faithfully it is accurate & eliminates errors
• Time consuming
• Not used much in practice
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17. Problems With Job Analysis
• Support from top mgmt.
• Single means & source
• No training or Motivation
• Activities may be Distorted
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18. Job Design
• Logical sequence to job analysis
• JD involves efforts to organise – tasks, duties & responsibilities into
a unit of work
• “It Integrates work content( tasks, functions, relationships),the
rewards(extrinsic & intrinsic),and the qualifications
required(skills , knowledge , abilities) for each job in a way that
meets the needs of employees and the organisations.”
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19. Steps In Job Design
• The Specification of individual task
• The Specification of the methods of performing each task
• The combination of tasks into specific jobs to be assigned to
individuals.
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20. Factors Affecting Job Design
Organisational
Factors
Environmental
Factors
Behavioural
Factors
Feedback
Productive
And
Satisfying
Job
Job
Design
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21. Organisational Factors
• Characteristics of task
• Work Flow
• Ergonomics
• Work Practices
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22. Environmental Factors
• Employee abilities and availability
• Social and Cultural Expectations
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23. Behavioural Elements
• Feedback
• Autonomy
• Use of Abilities
• Variety
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24. Job Design Approaches
• Job Rotation
• Job Engineering
• Job Enlargement
• Job Enrichment
• Socio-technical systems
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25. Job Enlargement
An enlarged job can motivate an individual for five reason :
• Task variety
• Ability utilisation
• Worker-paced control
• Performance feedback
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26. Job Enrichment
The features of JE:
• Direct feedback
• Client relationship
• New learning
• Scheduling own work
• Unique experience
• Control over resources
• Direct communication authority
• Personal accountability
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27. Some Cautions About JE
• JE is not substitute for good mgmt.
• ‘enriched’ is relative term
• Enriching job may create a ‘Snow Ball’ Effect
• JE assumes that workers want more responsibility
• JE may have negative short –run effect
• JE may become static
• Participation can affect the enrichment process
• Change is difficult to implement
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28. Contemporary Issues In Job Design
• Telecommunicating
• Alternative work pattern
• Techno stress
• Task revision
• Skill development
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29. References
• http://www.staffing-and-recruiting-essentials.com
• Google.in
• Youtube.com
• HR & Personnel Mgmt. -K Aswathappa
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