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JOB ANALYSIS AND DESIGN. Chapter 2. JOB ANALYSIS AND DESIGN. IMPORTANCE: Job design can impact employee performance Affect job satisfaction Help reduce turnover and absenteeism Affect worker both physically and mentally. JOB. JOB – grouping of similar positions - PowerPoint PPT Presentation
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JOB ANALYSIS AND DESIGN
Chapter 2
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JOB ANALYSIS AND DESIGNIMPORTANCE:1. Job design can impact
employee performance2. Affect job satisfaction3. Help reduce turnover and
absenteeism4. Affect worker both physically
and mentally
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JOB•JOB – grouping of similar positions•POSITION – collection of task, duties
and responsibilities performed by a single person.
•TASK – composed of motions and distinct identifiable work activity
•DUTY - composed of task in a larger work segment performed by individual
•RESPONSIBILITIES – obligation to perform certain task and duties.
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JOB DESIGNAn approach that specifies the tasks that
constitute a job for an individual or a group.
Objective: develop requirements of the organizational and the technology that satisfy the personal and individual requirements of the jobholder.
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JOB DESIGNDesign aspect: 1. Job specialization and
enrichment2. Psychological component3. Ergonomics and work
methods4. Motivation and incentive
systems
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JOB DESIGN1. Job specialization and enrichment
▫ Specialization - Concentration on one particular type of work
▫ Job enlargement – grouping variety of work of the same skill level
▫ Job enrichment – vertical responsibility; giving more responsibility includes planning and control
2. Psychological component▫ The objective is to improve quality of life, job
satisfaction and motivation of employee (reasonable job, training, opportunity to learn, minimal decision making, social support and recognition, social life, desirable future etc)
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JOB DESIGN1. Job specialization and enrichment2. Psychological component3. Ergonomics and work methods
▫ Ergonomics: Study of the relationship between people and their working conditions, specially machines the use
▫ Use of machines to reduce stress and fatigue ▫ Work method: better way to accomplish task
4. Motivation and incentive systems▫ Money the most powerful motivator▫ Bonuses: cash, stock options usually for
executives▫ Gain sharing: reward given if organization gain
profit▫ Incentive system: reward based production
above standard
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WORK SCHEDULE1. Flex-Time – varying work hours, or
schedule.2. Compressed workweeks – performing
one week’s work in less that five days.3. Part-time employment
▫ Permanent part time▫ Job sharing ▫ Work sharing▫ Temporary part time
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JOB ANALYSISA systematic investigation of the task,
duties, and responsibilities required in a job, and the necessary skills, knowledge and abilities someone needs to perform the job adequately.
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JOB ANALYSIS10
USES OF JOB ANALYSIS:1. Job definition2. Job redesign3. Recruitment4. Selection and placement5. Orientation6. Training7. Career counseling8. Employee safety9. Performance appraisal10.Compensation
PROCESS OF JOB ANALYSISPhase I. Determining the scope of the
project
Phase II. Deciding on what method/s of job analysis to adopt.
Phases III. Actual collection and analysis of data
Phases IV. Assessing job analysis methods
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TYPES OF JOB DATA•Job Data - subject to collection
efforts.•Classification:1. Behavioral description
▫ Job oriented activities▫ Work oriented activities
2. Ability requirement▫ Perceptual speed, ability▫ Numerical aptitude
3. Job characteristics4. Equipment information
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SOURCES OF JOB DATA
•Internal source
•External source
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METHODS OF GATHERING INFORMATION
•Observation•Interview•Questionnaire
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PRODUCTS OF JOB ANALYSIS•Job Description
▫Job title▫Duties to perform▫Characteristic of the job▫Environmental condition
•Job Specification▫Physique, attainment, general intelligence,
interest, disposition, special circumstances•Job Evaluation
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SEATWORK and ASSIGNMENT•Seatwork: Group of 5 – The New Job
Analyst.•Assignment: Prepare the job
specification of the position you are holding in the company (HRM organizational chart)
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