HRMT 320
Module 3 | Part 1
Job Analysis & Design
Design jobs to align with an organization’s objectives, and employer and employee needs.
Objectives:
3.1 Explain the link between an organizations goals and objectives and job design.
3.2 Explain the purpose of a job analysis, job descriptions and job specification.
3.3 Evaluate the methods for collecting job analysis information.
3.4 Outline the steps required to perform a job analysis.
3.5 Categorize the information collected from a job analysis.
3.6 Prepare a job description with job specifications.
3.7 Evaluate employee empowerment and engagement within the context of job design.
FOR STUDYING PURPOSES ONLY
Defining, Analyzing and Designing the Work
To develop jobs and basic work units
adaptable enough to thrive in a world
of high-speed change.
How jobs can be analyzed and designed to
best contribute to the organization’s
goals and objectives.
Job Analysis Job Descriptions Job Design
Job Analysis Questions
Question Answer
1. In 3-4 brief sentences, describe the basic purpose of your position.
Do it in a way that answers the question “why does my position
exist?”
2. What are the most important responsibilities of your position, and
how much time do you spend on each of these?
Please list each main responsibility in order of importance. Start each
statement with an action verb, such as “provides” “determines”
“verifies”
3. What are the key task for each of the responsibilities? What
percentage of your time each month do you spend on each task?
4. What are the physical surroundings and/or hazards of your
position? (This can include travel, exposure, danger and
environmental risks.)
5. Describe the mental and physical efforts you expend in performing
your work. For example do you have long periods of intense
concentration? Is there a lot of routine? Is the position physically
demanding? Please include the frequency of the effort.
6. What are the knowledge and basic skills required to successfully
fulfill the responsibilities?
7. Describe 2 or 3 of the more difficult problems you must solve to
get your job done. Include situations that are a constant challenge
and situations that require judgement and time to consider
alternative solutions before problems can be resolved.
Job Analysis Job Description
1. Job title
2. Reports to
3. Date
4. Written and approved by
5. Summary
6. Duties and Responsibilities
7. Job Specification
8. Performance Standards
Process of obtaining information about A written document that lists the tasks, duties, and
jobs (or work) by determining the duties, responsibilities of a job to be performed along with
tasks, or activities and the skills, the skills, knowledge, and abilities or competencies
knowledge, training and abilities to needed to successfully perform the work.
perform the work successfully.
Components | Job Descriptions
1. Job title: Provides an indication of the general nature of the job.
2. Reports to: Listing of the Position that this job is accountable to.
3. Date: Date that the description was written. Indicates currency of information.
4. Written and approved by: Provides point of contact for future questions or clarifications.
5. Summary: 2-3 sentences describing the overall purpose of the job. Answers the
question, “Why does this job exist?”
6. Duties and Responsibilities: Individual statements, usually listed in order of
importance, of the key duties and responsibilities. Usually between 10-15 statements.
Sometimes you will see these listed in “buckets or categories”
7. Job Specification: The required knowledge, skills, and abilities. Can include education
and experience, specialized training, ad specific abilities, physical demands. May include
“employability” skills, the non-technical skills, such as problem-solving abilities.
8. Performance Standards: A prioritized list outlining several expected results of the job.
Since no standard format applies to job descriptions, they tend to vary in
appearance and content from one organization to another.
Page 120 in the Textbook
Problems With Writing Clear and
Job Descriptions Specific Job
Descriptions
[Link] become out of date
[Link] not contain standards of • Use statements that are
performance concise, direct, and simply
worded
[Link] written, using vague
rather than specific terms • Use action-oriented verbs
and present tense
[Link] not address expected
behaviours and can be the
basis for conflict, including • Job descriptions must
union grievances match job requirements
Legal Considerations for Job Descriptions
• Consider Human Rights Legislation
• Specific performance requirements based upon valid job-
related criteria. Ex. Airplane pilots having a certain level of
eyesight
• Appropriate and acceptable ways to describe a job
• Job descriptions written to match the needs for reasonable
accommodation to reduce the risk of discrimination. The goal
is to match and accommodate human capabilities to job
requirements.
Practice
1. Research 2-3 job descriptions for a potential role you are interested
2. Compare and contract the job descriptions:
1. What is the same?
2. What is different?
3. What stands out to you?
Job Analysis in a Changing Environment
• Future-oriented/Strategically-oriented
• Competency-based approach
• Living job/role description
Remember:
The purpose of identifying who does what is to bring all
talent together in order to capitalize on synergy among
employees and achieve the company’s goals.
Looking Ahead
Wednesday, Feb 2 : Module 3| Job Design
Portfolio Assignment | Part A
• Team Charter due February 2, 11:59 pm
• Part A Paper Due Sunday, February 13, 11:59 pm
References
Peacock, M., Stewart E. & Belcourt, M. (2020). Understanding Human Resources
Management: A Canadian Perspective. Nelson Education Ltd.