Job Analysis and

Job Design

By : Disha Bedi

HR INTERVIEWED

Business Unit HR,EFIE Business Unit,

Energy Sector,SIEMENS Ltd

How do you design jobs on the basis of job functions and club different functions into a job description?

Functions that are similar to each other are clubbed together keeping the following factors in mind:

How do you consider employee’s knowledge skills while designing jobs?

Employee’s knowledge skills are a requirement in any job.

How much explanation does the company give in a job description/specification?

How does type and size of organization affect while developing job description?

Different companies have highly unique job titles that are specific to their industries.

How do you describe an employee’s authority and responsibility in a job description?

The following are formally and clearly defined in the job description:

How do job description and specification change with the change in technology?

How frequently is the employee’s work reviewed by the supervisor?

What factors does the company consider while providing increment and promotion to an employee?

When is the job specification common between different job roles and when is it different between different job roles?

How do you define what purpose or contribution the employee will hold after getting hired?

What should be the format or final form of a job description/specification?

•Job Title •Job Code for referencing system •Job Location•Job Grade•Title of Supervisor •Pay Range•Job functions Included

What is the role of functional heads in job analysis and job design?