Job..??

The World Development Report 2013, defines jobs as” Labour activities that
generate income,monetary or in kind, without violating fundamental rights and
principles at work.”
Jobs could be in the form of wage employment, self-employment, formal, informal,
part time or full time,etc.

A person’s majority of the time is taken up by the job undertaken by

them.-CHOOSE WISELY!!
JOB ANALYSIS - MEANING
★ Job analysis is a procedure to determine the duties and responsibilities, nature of the jobs and finally
to decide qualifications, skills and knowledge to be required for an employee to perform particular
job.
★ Edwin B. Flippo, "Job analysis is the process of studying and collecting information relating to the
operations and responsibilities of a specific job ".
★ Job analysis forms basis for a host of HR activities-building block.

The intention behind job analysis is to answer questions such as:

● what is the need of the job to exist?
● What physical and mental activities does the worker undertake?
● When is the job to be performed?
● Where is the job to be performed?
● What qualities and qualifications are required to perform the job?
 Features of Job Analysis

1. Job analysis is a process of gathering relevant information about various aspects of a

job and is concerned with the identification of tasks required to be performed as part
of it.
2. It approaches the task of defining the role, context, conditions, human behavior,
performance standards, and responsibilities of a job systematically.
3. It helps in establishing the job’s worth to an organization. In other words, it measures
the value and contribution of a job to the growth of the organization.
4. It is a crucial input for HR decisions involving recruitment, selection, compensations,
training, health, and safety.
Information collected through Job Analysis
Strategic Choice involves decisions on employee involvement ,analysing previous
data to make modifications, and finding reliable sources of job data.

Gathering information involves answering questions to what type of data is to be

collected,what methods to be used and who should collect the data.
Questionnaires,interviews, observations,diary method from job holders are
various methods to collect information. Sources of information can be from job
holders, supervisors,customer and professional job analysts

The data collected is analysed and summarised to understand the job , which will
result in preparation of the two main statements job description and job
specification.
Job analysis is divided into:
JOB DESCRIPTION

“Job description is an important document which is basically descriptive in nature

and contains a statement of job analysis. It serves to identify the major
responsibilities and functions of a job.”

It tells us

➔ What should be done

➔ Why it should be done
➔ Where it should be performed
➔ Whom should it be reported to
Contents of Job Description
● Job title
● Organisational lof the job
● Supervision given and received
● Materials,tools and equipments worked with
● Designations of the immediate supervisors and subordinates
● Salary levels
● Complete list of duties
● Definition of unusual terms
● Work conditions
● Training and development facilities
● Promotion chances and channels
Job Specification

“ A written statement of qualifications,traits,physical and mental characteristics that an

individual must possess to perform the job duties and discharge responsibilities
effectively”.
➔ To prepare a list of all the jobs in the company
➔ To secure and write up information about each job -(KSA-Knowledge ,Skills and
Abilities)
This will include:
➢ Qualifications,Experience
➢ Skill specifications
➢ Physical specifications
➢ Emotional specifications
➢ Behavioural specifications
 Job Design

Job design is the process of structuring a job role into tasks and activities in a way that it aligns with the overall strategy of
the organization and making sure that the employee in that role is also motivated and rewarded .

The job design takes into account the organizational objectives to be achieved along while trying to minimize on–the-job
fatigue, stress and human error.
 Importance of Job Design

❖ Job design is very important because this is the process which makes sure that the job remains
updated and is relevant to the employee.
❖ The main objective here is to reduce dissatisfaction which comes while doing the job on daily
basis. This dissatisfaction can lead to employee leaving the organization and causing issues for the
company.
❖ Job design has primary responsibility of regularly updating the job so that it remains absolutely
relevant to the company as well as industry.
❖ It makes sure that the job profile is constantly upgrading to become a better job rather than letting
it be a monotonous job role.
❖ Jobs should incorporate sufficient flexibility, breadth and challenge to ensure individuals are
engaged and motivated, and not under excessive or prolonged stress, and have opportunities to
develop.
❖ Job Analysis must ensure the primary focus of the job holder is on things that matter and add
value to the business.Henc to boost productivity.
➔ Employees at Sasken Communication TEchnologies enjoy complete freedom
to think and innovate and work in their own style. No monitoring is done.
There are no attendance registers and no limit on sick leaves. There are no
perks which are available only to the senior management-every employee is
treated the same.
➔ HSS Lts makes sure all its employees can have interesting breaks in the form
of motivation sessions, cricket matches,literature clubs,etc.

“ Basically job designing should believe that the minute employee stops enjoying
work is the minute that he stops contributing to work”
 Job Analysis Vs Job Design
The key difference between job analysis and job design is that job analysis aims to put
forward the description and specification for a job profile while job design carries out the
further process of finalising the actual tasks and responsibilities the employee will be
performing to actualise organisational goals.

Moreover, job design has a crucial role in ensuring well-designed jobs and encouraging
and boosting the morale of employees

Job design is a step that follows job analysis

Job analysis will help the firm to identify the perfect job for the individual, or the right
individual for a specific job that has special demands.Job design dictates the manner in
which work tasks are arranged, to arrive at the maximum efficiency and optimal outcomes
Goal of job analysis is to find the : Goal of job design is to :

● Job Summary ● To boost employees’ productivity and

● Salary Considerations morale
● Duties and Responsibilities ● To ensure job satisfaction and
● Zone Definition Factors: General safeguarding employee interests
Knowledge, Skills and Abilities; ● To identify the prominent
Problem Solving/Decision Making; improvement areas for employees and
Interactions; Nature of Supervision; assist them in skill development
Impact, etc. ● To facilitate better employee
● Minimum Qualifications participation
● Complete Physical Requirements ● To ensure a safer workplace
environment
Need for Job Design

Job design principles can address problems such as;

● work overload,
● work under load,
● repetitiveness,
● limited control over work,
● isolation,
● shift work,
● delays in filling vacant positions,
● excessive working hours, and
● limited understanding of the whole job process.
 Factors influencing Job Design

Organizational Factors Environmental Factors Behavioral Factors

● Characteristics of ● Employee ● Autonomy:

tasks availability and ● Feedback:
● Ergonomics abilities ● Diversity?variety of
● Workflow ● Socio-economic jobs
● Culture/practices and cultural ● Use of Skills and
expectations abilities:
Ergonomics ➔ Ergonomics ensures job demands are consistent
with people’s physical capabilities.
➔ Good posture is critical for a healthy workstation.
Slouching can quickly lead to muscle fatigue, sore
backs, and stiffness. Keep your spine upright when
sitting.
➔ Research indicates that employees who use standing
desks are 50% more productive, and many people
report feeling better and more energetic when the
option of standing is part of their workstation.
➔ Neck stiffness and eyestrain are two of the biggest
problems in a work-from-home environment.
Whether using a laptop, a desktop, or both, position
your computer screen at eye level and less than an
arm’s length from your body.
➔ Your chair is your ergonomic foundation.
Job Rotation

“ Job rotation involves moving employees from job to job to add variety and
reduce boredom”
Job Enlargement

“Job enlargement refers to the expansion of the number of different tasks

performed by an employee in a single job.” Increase in the job range but not depth
Job Enrichment

“ Job Enrichment involves adding more motivators to a job to make it more

rewarding. Job enrichment is giving more powers on decision-making,planning
and controlling powers” Hence job depth increases along with the job range.
Job Reengineering
This term means a fundamental rethinking and radical redesign of work
processes to ensure improvements in the job process. In other words, it can
mean to start entirely over with the process design, or job design.

Reengineering of a job is done considering the job nature, individual features

and experiences of employees, job performances and satisfaction.

It is done to update business operations ensures your company stays

up-to-date on procedures and technology.
Job Simplification

● Work or job simplification is the process of removing tasks from existing roles in order to
make them more focused. The objective of work simplification is to develop improved
work methods that maximize output while minimizing expenditure and cost.
● Breaking the job into relatively easier sub-parts with the intention to enhance the
individual’s productivity by minimizing the physical and mental efforts required to
perform a complex job.
● Once the complex task is divided into the relatively easier tasks, each task is assigned to
the individuals who perform these over and over again. By doing the same thing again and
again, the employees gain proficiencies in the jobs assigned to them and as a result, the
profitability of the organization increases.
Contemporary Issues in Job Design

Telecommuting
Job Sharing
Flexi hours work
Team Analysis /Design
Promoting innovation and Creativity
Shift from machine age to knowledge work
Designs to overcome Technostress
Automation
 Job Evaluation

Job Analysis - Job Design - Job Evaluation

A job evaluation is a systematic way of determining the value/worth of a job in relation to other
jobs in an organization. It tries to make a systematic comparison between jobs to assess their
relative worth for the purpose of establishing a rational pay structure.
Job Evaluation Process
Job evaluation is not exactly evaluating a person’s job or the pay
determination. It precedes pay determination. Once job evaluation is over
jobs are usually grouped into grades or categories.

It mainly answers the following questions

➔ What is the relative value of a job to the organisation?

➔ How can this value be determined?
➔ How can it be done in a fair way?