JOB DESIGN & JOB JOB DESIGN & JOB ANALYSISANALYSIS

JOB DESIGNJOB DESIGN What employees actually do on the job, the What employees actually do on the job, the

design of their work, has great influence on their design of their work, has great influence on their productivity and level of satisfaction.productivity and level of satisfaction.

Def: Job Design is the process of deciding on Def: Job Design is the process of deciding on the content of a job in terms of its duties and the content of a job in terms of its duties and responsibilities; on the methods to be used in responsibilities; on the methods to be used in carrying out the job, in terms of techniques, carrying out the job, in terms of techniques, systems and procedures and on the systems and procedures and on the relationships that should exist between the job relationships that should exist between the job holder and the superiors, subordinates and holder and the superiors, subordinates and colleagues.colleagues.

JOB DESIGNJOB DESIGN

Major Concern:Major Concern: Employee Productivity & Employee Productivity & SatisfactionSatisfaction

Purpose of Job Design:Purpose of Job Design: how the job is to be how the job is to be performed, who is to perform it, and where it is performed, who is to perform it, and where it is to be performed.to be performed.

Affect on Employee:Affect on Employee: How he feels about a Job. How he feels about a Job. Impact :Impact : Level of Authority- How much decision- Level of Authority- How much decision-

making the employee has and how make tasks making the employee has and how make tasks he/she has to complete and interpersonal he/she has to complete and interpersonal relationshipsrelationships

GOALS OF JOB DESIGN;GOALS OF JOB DESIGN;

To Meet the organizational requirements To Meet the organizational requirements such as higher productivity, operational such as higher productivity, operational efficiency, quality of product/service etc efficiency, quality of product/service etc andand

To satisfy the needs of the individual To satisfy the needs of the individual employees like interests, challenges, employees like interests, challenges, achievement or accomplishment, etc.achievement or accomplishment, etc.

Integrate the needs of the individual with Integrate the needs of the individual with the organizational requirements.the organizational requirements.

Approaches to Job DesignApproaches to Job Design

Engineering Approach: Engineering Approach: Human Approach: Human Approach: Job Characteristics Approach: Job Characteristics Approach:

Engineering Approach:Engineering Approach:

The work of every workman is fully planned out The work of every workman is fully planned out by the management at least on day in advance by the management at least on day in advance and each man receives in most cases complete and each man receives in most cases complete written instructions, describing in detail the task written instructions, describing in detail the task which he/she has to accomplish-FW TAYLOR.which he/she has to accomplish-FW TAYLOR.

Problem with this approach: Repetition-Problem with this approach: Repetition-Mechanical pacing-no end product-little socal Mechanical pacing-no end product-little socal interaction-no inputinteraction-no input

Human Approach:Human Approach: The Human relations approach recognized the need to The Human relations approach recognized the need to

design jobs which are interesting and rewarding.design jobs which are interesting and rewarding. Herzberg’s research popularized the notion of enhancing Herzberg’s research popularized the notion of enhancing

need satisfaction through what is called need satisfaction through what is called job job enrichmentenrichment..

Factors involved:Factors involved: Motivators like achievement, recognition, work itself, Motivators like achievement, recognition, work itself,

responsibility, advancement and growth and Hygienic responsibility, advancement and growth and Hygienic factors.factors.

According to According to HerzbergHerzberg. The Employee is dissatisfied with . The Employee is dissatisfied with the job if required maintenance factors to the required the job if required maintenance factors to the required degree are not introduced into the job.degree are not introduced into the job.

Job Characteristics Approach Job Characteristics Approach Theory by Hackman and Oldham Theory by Hackman and Oldham states that employees states that employees

will work hard when they are rewarded for the work they will work hard when they are rewarded for the work they do and when the work gives them satisfaction.do and when the work gives them satisfaction.

Hence integration of motivation, satisfaction and Hence integration of motivation, satisfaction and performance with job designperformance with job design..

According to this approach Job can be described in According to this approach Job can be described in terms of five core job dimensions:terms of five core job dimensions:

1.1. Skill VarietySkill Variety2.2. Task IdentityTask Identity3.3. Task significanceTask significance4.4. Autonomy Autonomy 5.5. FeedbackFeedback

Job Design Process:Job Design Process:

Job Design ProcessJob Design Process has to start from what has to start from what activity needs to be done in order to activity needs to be done in order to achieve organizational goals.achieve organizational goals.

It requires use of techniques like work-It requires use of techniques like work-study, process planning, organizational study, process planning, organizational methods and organizational analysis and methods and organizational analysis and also technical aspects also technical aspects

Job Design Methods: Job Design Methods:

Job Rotation: Job EnlargementJob Rotation: Job Enlargement:Job Enrichment::Job Enrichment:

Job Rotation:Job Rotation: Refers to the movement of an employee from one Job Refers to the movement of an employee from one Job to another.to another.

Please note:Please note: Jobs themselves are not actually Changed, only Jobs themselves are not actually Changed, only employees are Rotated among various jobs.employees are Rotated among various jobs.

Job EnlargementJob Enlargement When a job is enlarged the tasks being performed are either When a job is enlarged the tasks being performed are either

enlarged or several short tasks are given to on worker, thus the enlarged or several short tasks are given to on worker, thus the scope of the Job is increased because there are many tasks to be scope of the Job is increased because there are many tasks to be performed by the same worker.performed by the same worker.

Job Enrichment:Job Enrichment: Job enrichment as is currently practiced all over the work is a direct Job enrichment as is currently practiced all over the work is a direct

outgrowth of Herzberg’s Two factor theory of motivation.outgrowth of Herzberg’s Two factor theory of motivation.

JOB ANALYSISJOB ANALYSIS

Need:Need: procurement is the first operative procurement is the first operative function of personnel management which function of personnel management which can be sub divided into various sub can be sub divided into various sub functions like HRP, Recruitments and functions like HRP, Recruitments and Selection.Selection.

Right PERSON for the RIGHT JOB at the Right PERSON for the RIGHT JOB at the Right Time and In a RIGHT PLACERight Time and In a RIGHT PLACE..

Small things to KNOW!!Small things to KNOW!! Job Terminology:Job Terminology: Before discussing job analysis in more detail, many Before discussing job analysis in more detail, many

related terms used in personnel should be carefully related terms used in personnel should be carefully defined:defined:

TASK:TASK: A DISTINCT WORK ACTIVITY WHICH HAS AN A DISTINCT WORK ACTIVITY WHICH HAS AN

IDENTIFIABLE BEGINNING AND END. IDENTIFIABLE BEGINNING AND END. Ex: Post Man Sorting Bag Full of mails in appropriate boxesEx: Post Man Sorting Bag Full of mails in appropriate boxes DUTY;DUTY;

SEVERAL TASKS WHICH ARE RELATED BY SOME SEVERAL TASKS WHICH ARE RELATED BY SOME SEQUENCE OF EVENTS. SEQUENCE OF EVENTS.

Position-JOB-Job FamilyPosition-JOB-Job Family POSITION:POSITION: A COLLECTION OF TASKS AND DUTIES WHICH AREA COLLECTION OF TASKS AND DUTIES WHICH AREPERFORMED BY ONE PERSON .EX: Mail Room ClerkPERFORMED BY ONE PERSON .EX: Mail Room Clerk JOB :JOB : ONE OR MORE POSITIONS WITHIN AN ORGANIZATIONONE OR MORE POSITIONS WITHIN AN ORGANIZATION JOB FAMILY: JOB FAMILY: SEVERAL JOBS OF A SIMILAR NATURE WHICHSEVERAL JOBS OF A SIMILAR NATURE WHICHMAY COME INTO DIRECT CONTACT WITH EACHMAY COME INTO DIRECT CONTACT WITH EACHOTHER OR MAY BE SPREAD OUT THROUGHOUT THEOTHER OR MAY BE SPREAD OUT THROUGHOUT THEORGANIZATION PERFORMING SIMILAR FUNCTIONS:ORGANIZATION PERFORMING SIMILAR FUNCTIONS:Ex: Jobs Located in different departmentsEx: Jobs Located in different departments

Job Analysis-job Description N Job Job Analysis-job Description N Job SpecificationSpecification

JOB ANALYSIS:JOB ANALYSIS: SYSTEMATIC INVESTIGATION INTO THE SYSTEMATIC INVESTIGATION INTO THE TASKS,DUTIES AND RESPONSIBILITIES OF JOB.TASKS,DUTIES AND RESPONSIBILITIES OF JOB.

JOB DESCRIPTION:JOB DESCRIPTION: A WRITTEN SUMMARY OF TASKS, DUTIES ANDA WRITTEN SUMMARY OF TASKS, DUTIES ANDRESPONSIBILITES OF A JOBRESPONSIBILITES OF A JOB JOB SPEFICIFATION:JOB SPEFICIFATION: THE MINIMUM SKILLS, EDUCATION, AND EXPERIENCETHE MINIMUM SKILLS, EDUCATION, AND EXPERIENCENECESSARY FOR AN INDIVIDUAL TO PERFORM A JOBNECESSARY FOR AN INDIVIDUAL TO PERFORM A JOB

JOB EVALUATION JOB EVALUATION JOB CLASSIFICATION: JOB CLASSIFICATION:

THEIR DETERMINATION OF THE WORTH OF A JOB TOTHEIR DETERMINATION OF THE WORTH OF A JOB TOAN ORGANIZATION. AN ORGANIZATION.

Job evaluationJob evaluation is usually a combination of internal equity comparison of is usually a combination of internal equity comparison ofjobs and an external job market comparisonjobs and an external job market comparison

JOB CLASSIFICATION:JOB CLASSIFICATION: THE GROUPING OR CATEGORISING OF JOBS ON SOME THE GROUPING OR CATEGORISING OF JOBS ON SOME SPECIFIED BASIS SUCH AS THE NATURE OF THE WORK SPECIFIED BASIS SUCH AS THE NATURE OF THE WORK

PERFORMED OR THE LEVEL OF PAY. PERFORMED OR THE LEVEL OF PAY.

ClassificationClassification is often utilized as a simplified method of Job Analysis is often utilized as a simplified method of Job Analysis

JOB SPECIFICATIONJOB SPECIFICATION

PROCESS OF JOB ANALYSISPROCESS OF JOB ANALYSIS

Jobs can be analyzed through a process, which Jobs can be analyzed through a process, which consists of Six basic steps, these steps consist consists of Six basic steps, these steps consist of :of :

1.1. Collection of background informationCollection of background information2.2. Selection of representative positions to be Selection of representative positions to be

analyzedanalyzed3.3. Collection of job analysis dataCollection of job analysis data4.4. Developing a job descriptionDeveloping a job description5.5. Developing of a job SpecificationDeveloping of a job Specification6.6. Developing Employee SpecificationDeveloping Employee Specification

PROCESS OF JOB ANALYSISPROCESS OF JOB ANALYSIS

The Concepts: Types of WorkThe Concepts: Types of Work

Whether designing a new job or restructuring an existing one, the critical activities Whether designing a new job or restructuring an existing one, the critical activities that the job holder will have to perform must be identified. This concept of that the job holder will have to perform must be identified. This concept of

criticalitycriticality is fundamental to the Team Management Systems approach to job is fundamental to the Team Management Systems approach to job analysisanalysis..

JOB ANALYSIS INFORMATIONJOB ANALYSIS INFORMATION

The Job Analysis provides the following informationThe Job Analysis provides the following information Job identificationJob identification Significant characteristics of a jobSignificant characteristics of a job What the typical worker does?What the typical worker does? Job dutiesJob duties What materials and equipments the worker usesWhat materials and equipments the worker uses How a job is performedHow a job is performed Required personal attributesRequired personal attributes Job relationshipsJob relationships

We Are what we repeatedly do. We Are what we repeatedly do. EXCELENCYEXCELENCY is Not a is Not a ACTACT but but HABIT!!!HABIT!!!

Thank you!!Thank you!!