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Unit 2 - Job Analysis

This document discusses job analysis and related topics. It defines job analysis as determining the duties and skill requirements of a job and the qualifications of the ideal candidate. It also defines job description as specifying the tasks, duties, and responsibilities of a role, and job specification as outlining the human traits needed for successful performance. The document then provides details on components of job descriptions and specifications and discusses techniques for collecting job analysis information. Finally, it summarizes various approaches to job design like job enrichment, enlargement, rotation, reengineering, and participative management.

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Sunil Shaw
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25 views

Unit 2 - Job Analysis

This document discusses job analysis and related topics. It defines job analysis as determining the duties and skill requirements of a job and the qualifications of the ideal candidate. It also defines job description as specifying the tasks, duties, and responsibilities of a role, and job specification as outlining the human traits needed for successful performance. The document then provides details on components of job descriptions and specifications and discusses techniques for collecting job analysis information. Finally, it summarizes various approaches to job design like job enrichment, enlargement, rotation, reengineering, and participative management.

Uploaded by

Sunil Shaw
Copyright
© © All Rights Reserved
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Job Analysis

BANSARI DAVE

Job and Task


Task: discrete unit of activity and represents a
composite of methods, procedures, and
techniques.
Job: group of positions that are identical with
respect to their major or significant tasks and
sufficiently alike to justify their being covered by a
single analysis.

Job Analysis
Job Analysis: The procedure
for determining the duties and
skill requirements of a job and
the kind of person who should
be hired for it.

Job Description

Job Specification

Recruitment and
Selection

Legal Compliance

Compensation

Information
Collected Via
Job Analysis
Performance
Appraisal

Discovering
Unassigned Duties

Training

Process

Techniques of Data Collection

Job Analysis Information


Job description is a document
that specifies the tasks, duties,
and responsibilities of the job and
should certainly be relevant and
accurate
Clyde E. Witt
Job specification is the process
of inferring the human trait
requirements presumed to be
necessary for successful job
performance.
R. Harvey and M. Wilson

Job Description

Contains Information about the Job:


Job identification: Job title, location, job code,
short name, department & Unit.
Job summary: Brief job contents, its
authority, responsibility, hazards, etc.
Relation to other jobs (Relation with
superiors, peers, subordinates)
Supervision generally taken, location in the
hierarchy
Machine tools, and equipment used.
Materials and forms used
Conditions of work, location of work, working
hours, posture-standing, sitting, walking
speed,
accuracy,
health
hazards,
occupational diseases, etc.
Hazards

Job Specification

Contains Information about the


person required to do the Job:
Education
Experience
Training
Judgment
Initiative
Physical skills
Physical efforts
Responsibilities
Communication skills
Emotional characteristics
Unusual sensory demands such as
vision, smell, hearing etc.

Job Design

Job Enrichment
Job enrichment refers to the development of
work practices which challenge and motivate
the employees to perform better.
To encouraging the employees to involve themselves in goal setting
To utilize the diverse skills of the employees.
To allowing employees to do the whole job, i.e. from the beginning till
the end, so that they could develop a sense of achievement.
To providing autonomy to the employees on matters relating to the
method, speed and order of doing the job.

Job Enlargement
Job enlargement aims at making the job more
attractive by increasing the operations performed
by a person in the job.
It transforms the jobs to include more and/or
different tasks.
Enlargement is of two types and these are
Horizontal enlargement
Vertical enlargement

Self-managing teams
Self-managing teams have the overall
responsibility for the accomplishment of
work or goal preparatory requirements for
self-managing teams

Work mapping
Determining the size of the team
Leadership development
Fixing the team norms

Job Rotation
Job rotation refers to moving employees from one
job to another in a predetermined way.
It enables an employee to perform diverse roles
and gain exposure to the techniques and
challenges of doing several jobs.

Job Reengineering
Job reengineering is the process of streamlining
jobs in the form of combining a few jobs into one,
redistributing the tasks among various jobs and
reallocation of resources.
Redesigning of each work system
Radical rethinking
Redesigning of the process

Participative Management
Participative
management
means
allowing
employees to play a greater part in the decisionmaking process.
It helps in improving the quality of work life, job
enrichment,
quality
circles,
total
quality
management and empowerment.

Thank You

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