JOB ANALYSIS AND JOB DESIGN

1
JOB ANALYSIS AND JOB DESIGN
2
JOB
MICRO MOTIONS
ELEMENTS
TASKS
DUTIES
RESPONSIBILITIES
POSITIONS
OCCUPATIONS
JOBS
3
Responsibility is the obligation to perform
certain tasks and certain duties.
Micro motion
It involves a very elementary movement such as
reaching, grasping, positioning or releasing an
object.
JOB
Elements
It is a complete entity, such as picking up,
transporting and positioning an item
Tasks
A group of work elements make a work task.
Duties
One or more tasks performed in carrying out a job
responsibility.
Positions
Duties when combined with responsibility define
a position.
Jobs
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.
Occupations
A group of similar jobs form occupation.
4
Job analysis is the process of determining and
reporting pertinent information relating to the
nature of a specific job.
JOB ANALYSIS
Tasks
Skills
Determination
Knowledge
Abilities
Responsibilities
Structuring
JOB DESIGN
JOB ANALYSIS.doc
5
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.
JOB DESIGN
How the job is to be performed ?
Who is to perform it ?
Where it is to be performed ?
6
JOB ANALYSIS
DATA
Human Resource Activities
Job definition
Job redesign
Recruitment
Selection placement
Orientation
Training
Career Counseling
Employee safety
Performance appraisal
Compensation
7
Job definition
It is description of the duties and
responsibilities.
Job redesign
JOB ANALYSIS
A job analysis often indicate when a job needs to
be redesigned.
Recruitment
Process of seeking and attracting a pool of
people.
8
Selection placement
Process of choosing from those available.
Orientation
JOB ANALYSIS
Introduction of the new employee to the
organization, work unit and job.
Training
Learning process that involves improving on the
acquired skills.
9
Career Counseling
JOB ANALYSIS
Employee safety
Performance appraisal
Compensation
10
PRODUCT OF JOB ANALYSIS
JOB DESCRIPTION
JOB SPECIFICATION
CONTENTS OF A JOB DESCRIPTION.doc

• 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.
11
JOB ANALYSIS METHODS
OBSERVATION
With observation, the person making the analysis
observes the individual or individuals performing
the job and takes pertinent notes describing the
work.
What was done?
How it was done?
How Long it took?
What the job environment was like?
Motion study
Time study
Work sampling
12
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.
OBSERVATION
JOB ANALYSIS METHODS
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.
TIME STUDY
13
JOB ANALYSIS METHODS
INTERVIEW
This method requires that the person conducting
the job analysis meet with and interview the
jobholder at the job site.
structured
Un-structured
14
JOB ANALYSIS METHODS
QUESTIONNAIRES
POSITION ANALYSIS QUESTION (PAQ)
MANAGEMENT POSITION DESCRIPTION QUESTIONNAIRE (MP
DQ)
15

Category
Examples
Description
Information input Where and how does the employee get the information used in performing the job? Use of written materials.
Mental Process What reasoning, decision making, planning, and information processing activities are involved in performing the job? Level of reasoning in problem solving. Coding/decoding.
Physical activities What physical activities does the employee perform, and what tools or devices are used? Use of key board devices. Assembling / disassembling
Relationship with other people What relationship with other people are required in performing the job? Instructing. Contacts with public, and/ or customers
Job context In what physical or social context is the work performed? High temperature. Interpersonal conflict situation.
Other job characteristics What activities, conditions, or characteristics other than those described above are relevant to the job? Specified work pace. Amount of job structure.
16
Management position description questionnaire
categories.

1. Product, marketing, and financial strategy
   planning.
2. Coordination of other organizational units and
   personnel.
3. Internal business control.
4. Products and services responsibility.
5. Public and customers relations.
6. Advanced consulting.
7. Autonomy of actions.
8. Approval of financial commitments.
9. Staff service.
10. Supervision.
11. Complexity and stress.
12. Advanced financial responsibility.
13. Board personnel responsibility.

MPDQ
17
Data People Things
0 Synthesizing 0 Mentoring 0 Setting up
1 Coordinating 1 Negotiating 1 Precision working
2 Analyzing 2 Instructing 2 Operating-controlling
3 Compiling 3 Supervising 3 Driving-operating
4 Computing 4 Diverting 4 Manipulating
5 Copying 5 Persuading 5 Tending
6 Comparing 6 Speaking-signaling 6 Feeding-off bearing
7 Serving 7 Handling
8 Taking instructions
LEVELS OF DIFFICULTY FOR WORKER FUNCTIONS.
18
Nine occupational categories used by the DOT.
1 Professional, technical and managerial.
2 Clerical and sales.
3 Service.
4 Agriculture, fishing, forestry, and related.
5 Processing.
6 Machine trades.
7 Bench work.
8 Structural work.
9 Miscellaneous.
DOT.xls