Learning Objectives. Identify the difference between job design, job analysis and job description. Understand how a job is design and developed

Transcription

1 Ibrahim Sameer

2 Learning Objectives Identify the difference between job design, job analysis and job description. Understand how a job is design and developed Understand the factors affecting job design and job analysis.

3 What is a job? A job consist of a related set of task or roles that are carried out by a person to fulfill a purpose.

4 Job Design According to Michael Armstrong Job design is the process of deciding on the content of a job in terms of its duties and responsibilities, on the method to be used in carrying out the job, in terms of techniques, systems and procedures, and on the relationships that should exist between the job holder and his superiors, subordinates and colleagues.

5 Approaches of Job Analysis Job Rotation: it is moving the employee from one task to another task, therefore it reduce monotony. Job Enlargement: Combining the task into one job. Job Enrichment: it goes beyond job enlargement it add greater autonomy and responsibilities. Self managing team: these are self regulating team who work largely without a direct supervisor. High performance work design: it concentrate on setting up working group in environment where high level of performance is required.

6 Factors Affecting Job Design Creation Characteristics of Task: Job design requires the assembly of task into a job. An individual may carry out main task which consist of number of interrelated element or function. The ideal job design is one which has integrated element such as planning, executing and controlling. Work Flow: the flow of work in an organization is strongly influenced by the nature of the production or service.

7 Factors Affecting Job Design Creation (cont ) Ergonomics: is concerned with designing and shaping jobs to fit the physical abilities and characteristics of individuals so that they can perform their jobs effectively. Ergonomic help employers to design jobs in such a way that workers physical abilities and job demands are balanced. Job Engineering: it focuses on the tasks to be performed, methods to be used, workflows among employees, layout of the workplace, performance standard and interdependencies among people and machines.

8 Job Analysis Definition Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. The job analysis is a description or specification of the job, not a description of the person.

9 Purpose of Job Analysis Determining Training Needs: Job analysis can be used in training need assessment to identify or developed: 1. Training Contents 2. Assessment test 3. Equipment to be used in delivering the training 4. Methods of training

10 Purpose of Job Analysis (cont ) Compensation: Job analysis can be used in compensation to identify or determine: 1. Skills level 2. Compensable job factors 3. Work environment 4. Responsibilities 5. Required level of education

11 Purpose of Job Analysis (cont ) Selection Procedure: Job analysis can be used in selection procedures to identify or determine: 1. Appropriate salary level for the position 2. Minimum requirement for screening applicants 3. Interview questions 4. Selection test 5. Applicant appraisal

12 Purpose of Job Analysis (cont ) Performance Review: Job analysis can be used in performance review to identify or develop: 1. Goals & objectives 2. Performance standard 3. Evaluation criteria 4. Length of probationary periods 5. Duties to be evaluated

13 Methods of Job Analysis 1. Review of job classification system 2. Incumbent interview 3. Supervisor interviews 4. Expert panels 5. Structured questionnaires 6. Task inventories 7. Check list 8. Open ended questions 9. Observation

14 What Aspects of a Job are Analyzed? Duties & Task: The basic unit of a job is the performance of specific tasks and duties. Environment: This may have significant impact on the physical requirements to be able to perform a job. Tools and Equipments: Some duties are performed using specific equipment. Relationship: Supervision given and received. Requirement: The knowledge, skills, and abilities required to perform the job.

15 Job Description Definition A job description sets out the purpose of a job, where the job fits into the organization structure, the main accountabilities and responsibilities of the job and the key tasks to be performed.

16 Why is Job Description Important? 1. Organization: it defines where the job is positioned in the organization structure. Who report to whom. 2. Recruitment: it proves essential information to potential recruits. 3. Legal: the job description forms an important part of legally binding contract. 4. Performance Appraisal: individual objectives can be set out based on job description.

17 Contents of a Job Description 1. Job Title: indicate the role/function that the job plays within an organization. 2. Reporting Responsibilities: who is the immediate boss of the job holder? 3. Subordinates: who reports directly to the job holder 4. Main Purpose: who is involved in the job on overall 5. Main tasks and accountabilities: description of the main activities to be undertaken and what the job holder is expected to achieve.

18 Questions for Discussion What is a job? What is a job analysis? What are the types of job analysis? What is a job description? Discuss the content of job description?

19 Q & A