UNIT-2
JOB ANALYSIS AND JOB DESIGN
2.2 JOB ANALYSIS :-
→ Job analysis is a process of determining which characteristics are necessary for satisfactoyr job performance and analyzing the enviromental conditions in which the job is performed.
• Significance of Job Analysis :-
(1) Manpower planning
(2) Recruitment
(3) Selection
(4) Training and Career development
(5) Placement and Socialization
(6) Compensation
(7) Employee Safety and welfare
(8) Performance Appraisal
(9) Counselling
(10) Strategic Planning
• Components of Job Analysis :-
(1) Job Descriptions :-
→ It is an important document.
→ Following infromation is comman is most of the job descriptions.
(a) Job title
(b) Summary
(c) Equipment
(d) Environment
(e) Activities
(2) Job Specifications :-
→ It specific the qualities required in a job incumbent for the effective performance fo the job.
→ Basic contents of a job specification are as follows:-
(a) Personal information/ characteristics :-
→ education, job experience, age, sex, etc.
(b) Physical characteristics :-
→ Height, weight, chest, vision, health, voice, position (body position) etc.
(c) Mental characteristics :-
→ General intelligence, memory, foresight, ability to cocentrate, etc.
(d) Social and psychological characteristics :-
→ emotional ability, conversational ability, attitude, values, cretivity etc.
(3) Job evaluation :-
→ It is a process of determining the relative worth of a job.
→ Job evaluation is helpful in many ways are :-
(a) Reduction in inequalities is salary struture.
(b) Specialization
(c) Helps in selection of employees
(d) Harmonious relationhips between employees and manager
(e) Standardization
(f) Relevance of new jobs.
METHODS OF JOB ANALYSIS :-
→ Job analysis method are divided into :-
(1) Observation method
(2) Interview
(3) Questionnaire
(1) Observation Method :-
→ Observation of work activites and worker behaviours is a method of job analysis which can be used independently or in combination with other methods of job analysis.
→ Three methods of job analysis based on observation are :-
(i) Direct observation,
(ii) Work methods Analysis,
(iii) Critical Incidents Technique.
(2) Interview :-
→ In this method, the interviewer asks job related questions and a standard formate is used to record the data.
(3) Questionnaire :-
→ In this method, properly drafted questionaires are sent to job holders.
→ This method provides comprehensive information about a job.
2.4 JOB DESIGN :-
→ Job design intergrates the work content and qualifications required for each job that meets the needs of employee and the orgnizaton.
→ Job Design is affected by three categories of factors are :-
(1) Organizational factors
(2) Environmental factors
(3) Behavioral factors
• Organizational factors :-
→ Organizational factors that affect job design are :-
(a) Characteristics of task.
(b) Workflow.
(c) Ergonomics.
(d) Work practices.
• Behavioural factors :-
→ According to human needs an Satisfication behavioral factors include the following :-
(a) Feedback
(b) Autonomy
(c) Use of Abilites
(d) Variety.
2.5 METHOD OF JOB DESIGN :-
(1) Job Simplification :-
→ In the job simplification, jobs is divided into small sub-parts and each part is assigned to one individuals employee.
(2) Job Rotation :-
→ With job rotation, an employee is given on apportunity to perform different jobs, which enriches his skills, experience and ability to perform different jobs.
(3) Job Enlargement :-
→ Job enlargmetn means expanding the scope of the job.
→ Job enlargement is the expand is several tasks than just to do one single task.
→ Example, when i worked at a restaurant. I would bus the tables, wash the dishes, and run food upstairs.
(4) Job Enrichment :-
→ Job enrichment means making the job rich in its contents so that an employee will get more satisfaction while performing that job.
→ The centtal focus of job enrichment is giving people more control over thier work (lack of therefore of unhappiness).
→ Where possible, allow them to take on tasks that are typically done by supervisors.
