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Job Analysis and Design Techniques

This document discusses approaches to job design including scientific management and job enrichment. It also covers the process of job analysis including developing job descriptions and specifications. Finally, it lists common methods for conducting job analysis such as observation, interviews, and questionnaires and provides guidelines for an effective job analysis.

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HARSH VARMA
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16 views9 pages

Job Analysis and Design Techniques

This document discusses approaches to job design including scientific management and job enrichment. It also covers the process of job analysis including developing job descriptions and specifications. Finally, it lists common methods for conducting job analysis such as observation, interviews, and questionnaires and provides guidelines for an effective job analysis.

Uploaded by

HARSH VARMA
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd

Job Analysis & Design

Approaches to Job Design


Scientific Management & the Mechanistic Approach
– Targets specialization and routine nature of jobs
– Efficiency goals
– Gains may be offset by losses in satisfaction and higher levels
of absenteeism and turnover

Job Enrichment: A Motivational Approach


– Design jobs to help incumbents satisfy their personal needs
– Focused on core job dimensions
Skill variety Autonomy
Task identity Feedback
Task significance
Job Description and Specification

• Job Description - written synopsis of the nature


and requirements of a job.

• Job Specification - description of the competency,


educational, and experience qualifications the
incumbent must possess to perform the job.
Process of determining
and reporting pertinent
information relating to
the nature of a specific
job.
Methods of Job Analysis

• Observation
Focus on job relevant behaviors
• Interview
Probably the most widely used technique
• Questionnaires
Usually the least costly approach
• Job incumbent diaries or logs
Examines routine and non-routine job duties
Job Description Guidelines

Be clear

Indicate scope of authority

Be specific

Be brief

Recheck
Potential Problems With Job Analysis
• Top management support is missing.
• Only a single means and source are used for gathering
data.
• The supervisor and the jobholder do not participate in the
design of the job analysis procedure.
• No training or motivation exists for jobholders.
• Employees are not allowed sufficient time to complete the
analysis.
• Activities may be distorted.
• There is a failure to critique the job.
Guidelines for Conducting a
Job Analysis
• Determine the desired applications of the job
analysis.
• Select the jobs to be analyzed.
• Gather the job information.
• Verify the accuracy of the job information.
• Document the job analysis by writing a job
description.
Uses of Job Analysis Information
Job
Analysis

Job Description
and
Job Specification

Job Evaluation
Recruiting and Wage and Salary Training
Performance
Selection Decisions Requirements
Appraisal
Decisions (Compensation)

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