JOB ANALYSIS AND JOB ANALYSIS AND JOB DESIGNJOB DESIGN

JOB

MICRO MOTIONS ELEMENTS TASKS

DUTIES

POSITIONS OCCUPATIONSJOBS

RESPONSIBILITIES

JOB

Micro motion

Elements

Tasks

Duties

Positions

Jobs

Occupations

It involves a very elementary movement such as reaching, grasping, positioning or releasing an object.

It is a complete entity, such as picking up, transporting and positioning an item

A group of work elements make a work task.

One or more tasks performed in carrying out a job responsibility.

Duties when combined with responsibility define a position.

Group of positions that are identical with respect to their major or significant tasks & responsibilities and sufficiently alike to justify their being covered by a single analysis.

A group of similar jobs form occupation.

Responsibility is the obligation to perform certain tasks and certain duties.

JOB ANALYSIS

Job analysis is the process of determining and reporting pertinent information relating to the nature of a specific job.

Tasks

Skills

Knowledge

Abilities

Responsibilities

Determination

Structuring

JOB DESIGNJOB ANALYSIS.doc

JOB DESIGN

Job design is the process of structuring work and designating the specific work activities of an individual or group of individuals to achieve certain organizational objectives.

How the job is to be performed ?

Who is to perform it ?

Where it is to be performed ?

JOB ANALYSIS DATA

Job definition

Job redesign

Recruitment

Selection &

placementOrientation Training

Human ResourceActivities

CareerCounseling

Employee safety

Performance

appraisal

Compensation

Job definition

It is description of the duties and responsibilities.

Job redesign

A job analysis often indicate when a job needs to be redesigned.

Recruitment

Process of seeking and attracting a pool of people.

Selection &

placement

Process of choosing from those available.

Orientation

Introduction of the new employee to the organization, work unit and job.

Training

Learning process that involves improving on the acquired skills.

CareerCounseling

Employee safety

Performance

appraisal

Compensation

JOBDESCRIPTION

JOBSPECIFICATION

Job description concentrates on describing the job as it is currently being performed.

• What the job is called.

• where it is to be done.

•How it is to be done.

Job specification concentrates on the characteristics needed to perform the job.

CO

NT

EN

TS

OF

A J

OB

DE

SC

RIP

TIO

N.d

oc

JOB ANALYSIS METHODSJOB ANALYSIS METHODS

OBSERVATION

What was done?

How it was done?

How Long it took?

What the job environment was like?

With observation, the person making the analysis observes the individual or individuals performing the job and takes pertinent notes describing the work.

Motionstudy

Timestudy

Work sampling

MOTION STUDY

It involves determining the motions and movements necessary for performing a task or job and then designing the most efficient methods for putting those motions and movements together.

TIME STUDY

It is to determine the elements of work required to perform it, the order in which these elements occur, and the times required to perform them effectively. The objective is to determine hoe long it should take an average person to perform the job or task in question.

OBSERVATIONJOB ANALYSIS JOB ANALYSIS

METHODSMETHODS

INTERVIEW

This method requires that the person conducting the job analysis meet with and interview the jobholder at the job site.

structured Un-structured

JOB ANALYSIS METHODSJOB ANALYSIS METHODS

JOB ANALYSIS METHODSJOB ANALYSIS METHODSQUESTIONNAIRES

POSITION ANALYSIS QUESTION

(PAQ)

POSITION ANALYSIS QUESTION

(PAQ)

MANAGEMENT POSITION DESCRIPTION

QUESTIONNAIRE(MPDQ)

MANAGEMENT POSITION DESCRIPTION

QUESTIONNAIRE(MPDQ)

Information inputInformation input Where and how does the employee Where and how does the employee get the information used in performing get the information used in performing the job?the job?

Use of written materials.Use of written materials.

Mental ProcessMental Process What reasoning, decision making, What reasoning, decision making, planning, and information processing planning, and information processing activities are involved in performing activities are involved in performing the job?the job?

Level of reasoning in Level of reasoning in problem solving.problem solving.

Coding/decoding.Coding/decoding.

Physical activitiesPhysical activities What physical activities does the What physical activities does the employee perform, and what tools or employee perform, and what tools or devices are used?devices are used?

Use of key board devices.Use of key board devices.

Assembling / disassemblingAssembling / disassembling

Relationship with Relationship with other peopleother people

What relationship with other people What relationship with other people are required in performing the job?are required in performing the job?

Instructing.Instructing.

Contacts with public, and/ or Contacts with public, and/ or customerscustomers

Job contextJob context In what physical or social context is In what physical or social context is the work performed?the work performed?

High temperature.High temperature.

Interpersonal conflict Interpersonal conflict situation.situation.

Other job Other job characteristicscharacteristics

What activities, conditions, or What activities, conditions, or characteristics other than those characteristics other than those described above are relevant to the described above are relevant to the job?job?

Specified work pace.Specified work pace.

Amount of job structure.Amount of job structure.

Category

`

Description Examples

Management position description Management position description questionnaire categories.questionnaire categories.

1.1. Product, marketing, and financial strategy planning.Product, marketing, and financial strategy planning.

2.2. Coordination of other organizational units and personnel.Coordination of other organizational units and personnel.

3.3. Internal business control.Internal business control.

4.4. Products and services responsibility.Products and services responsibility.

5.5. Public and customers relations.Public and customers relations.

6.6. Advanced consulting.Advanced consulting.

7.7. Autonomy of actions.Autonomy of actions.

8.8. Approval of financial commitments.Approval of financial commitments.

9.9. Staff service.Staff service.

10.10. Supervision.Supervision.

11.11. Complexity and stress.Complexity and stress.

12.12. Advanced financial responsibility.Advanced financial responsibility.

13.13. Board personnel responsibility.Board personnel responsibility.

DataData PeoplePeople ThingsThings

00 SynthesizingSynthesizing 00 MentoringMentoring 00 Setting upSetting up

11 CoordinatingCoordinating 11 NegotiatingNegotiating 11 Precision workingPrecision working

22 AnalyzingAnalyzing 22 InstructingInstructing 22 Operating-controllingOperating-controlling

33 CompilingCompiling 33 SupervisingSupervising 33 Driving-operatingDriving-operating

44 ComputingComputing 44 DivertingDiverting 44 ManipulatingManipulating

55 CopyingCopying 55 PersuadingPersuading 55 TendingTending

66 ComparingComparing 66 Speaking-signalingSpeaking-signaling 66 Feeding-off bearingFeeding-off bearing

77 ServingServing 77 HandlingHandling

88 Taking instructionsTaking instructions

Nine occupational categories Nine occupational categories used by the DOT.used by the DOT.

11 Professional, technical and managerial.Professional, technical and managerial.

22 Clerical and sales.Clerical and sales.

33 Service.Service.

44 Agriculture, fishing, forestry, and related.Agriculture, fishing, forestry, and related.

55 Processing.Processing.

66 Machine trades.Machine trades.

77 Bench work.Bench work.

88 Structural work.Structural work.

99 Miscellaneous.Miscellaneous.DOT.xls