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Job Analysis & Job Design

Job Analysis & Job Design

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Page 1: Job Analysis & Job Design

Job Analysis & Job Design

Page 2: Job Analysis & Job Design

A Case Study on Jobs

HP: Structured Jobs & Fixed Work Schedule

Page 3: Job Analysis & Job Design

HP: Structured Jobs & Fixed Work Schedule

US based renowned IT firm HP consisted of male dominated teams till 1980s Working hrs.:7.30 am-4.30pm, 8am-5pm Women boom in world industry from 80s Influx began in 70s effecting even HP HP chairman Lew Platt realized tremendous

work pressure added with family stress of upbringing offspring due to wife’s death in 81

Traditional job design that was effective in 50s, 60s, 70s became problematic during 80s, not only for women, but also for men executives, managers, workers

Page 4: Job Analysis & Job Design

HP: Structured Jobs & Fixed Work Schedule

Male dominated world of work was in the midst of dramatic change

Although Platt was empathetic towards women’s job stress, he was not practically absorbed in mainstream of change

He discovered a mass exodus of women managers in 1992, when he became CEO

Page 5: Job Analysis & Job Design

HP: Structured Jobs & Fixed Work Schedule

Discovery: HR policies at HP was not flexible to accommodate employees’ lives outside workplace

Requirement: Policy which enables strike a balance between personal & professional lives

Page 6: Job Analysis & Job Design

HP: Structured Jobs & Fixed Work Schedule

Experimental Steps:1992- Creation of new workplace strategy including Flexi-Works, Job Sharing, Homeworking, etc.

Results: Balance between Personal & Professional lives, Gender Equality, Rise in number of Female Workers

Page 7: Job Analysis & Job Design

HP: Structured Jobs & Fixed Work Schedule

Speaking Fact: HP’s turnover rate declined dramatically following new workplace strategy! In early 1990s, rate was twice that of men By 1999, rates for men & women were nearly

equal HP’s annual Turnover rate was 5% in the

industry having 15% turnover rate.TurnoverHPOthers

Page 8: Job Analysis & Job Design

HP: Structured Jobs & Fixed Work Schedule

Illustration: Female marketing manager Branda Vathauer

resumed her work after maternity leave- HP had given her freedom to set her own agenda

She teamed up with another working mother to share one full time management position in consumer service.

Each woman works three 10 hr. days, each receives 3 quarters pay/benefits, each has 4 days per week for family

Male managers also took advantage of these flexible policies

Aftermath: First female CEO of HP Carly Florina in 1999

Page 9: Job Analysis & Job Design

Job Analysis

Process of collecting job related information, which helps in preparation of job description & job specification

Page 10: Job Analysis & Job Design

Job Analysis

Job DescriptionJob TitleLocation

Job SummaryDuties

Machines/ToolsMaterials & Forms Used

Supervision given & Received

Working ConditionsHazards

Job SpecificationEducationExperience

TrainingSkills

Communication SkillsEmotional

Characteristics

Page 11: Job Analysis & Job Design

Job Analysis: Steps

Collecting & Recording job information Checking job information for accuracy Writing job description Using information to determine skills,

abilities & knowledge that are required Updating information from time to time

Page 12: Job Analysis & Job Design

Job Analysis: Process

Strategic ChoicesGather InformationProcess Information Job Description Job Specification

Page 13: Job Analysis & Job Design

Job Analysis: Process

Strategic Choices Employee Involvement Level of Details Timing & Frequency of Analysis Past-Oriented vs. Future-Oriented Job Analysis

Sources of job data

Page 14: Job Analysis & Job Design

Job Analysis: Process

Information Gathering Observation Interview Questionnaire Checklists Technical Conference Diary Methods

Page 15: Job Analysis & Job Design

Job Analysis: Process

Strategic Choices Employee Involvement Level of Details Timing & Frequency of Analysis Past-Oriented vs. Future-Oriented Job Analysis

Sources of job data

Page 16: Job Analysis & Job Design

Job Analysis: Process

Job Description Job Title Range Department Reports To Immediate Level Subordinates Objectives of Job Principal Duties & Responsibilities Authority Limits

Page 17: Job Analysis & Job Design

Job Analysis: Process

Job Specification Basic requirements for any job

Age Sex Education Experience

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Job Design

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Job Design

Conscious efforts to organize tasks, duties & responsibilities into a unit of work to achieve certain objectives.

Job design follows job analysis

Page 20: Job Analysis & Job Design

Job Design: Steps

Specification of Tasks Specification of Methods for each task Combination of tasks into specific jobs to

be assigned to individuals

Page 21: Job Analysis & Job Design

Job Design: Factors

Organizational Factors Characteristics of Task Work Flow Ergonomics Work Practices

Page 22: Job Analysis & Job Design

Job Design: Factors

Behavioural Elements Necessity of Feedback Autonomy Use of Abilities Variety

Environmental Factors Employee Abilities & Availability Social & Cultural Expectations

Page 23: Job Analysis & Job Design

Job Design: Approaches

Job Rotation Job Engineering (Specialization of Labour) Job Enlargement/Variety Job Enrichment Socio-Technical Systems Ergonomics

Page 24: Job Analysis & Job Design

Comparison of Job Design Approaches

Low Medium High0

2

4

6

8

10

12

14

16

Comarison

Comarison

A

B

C

A-Job Rotation, B-Job Enlargement, C-Job Enrichment

Page 25: Job Analysis & Job Design

Job Design: Contemporary Trends

Telecommuting (Work from home)

Job Sharing Technostress Task Revision Skill Upgradation