C H A P T E R

TWO
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Job Analysis and Design

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Job Analysis
Systematic study of a job to discover its specifications and skill requirements Used for:
Wage-setting, recruitment, training, or jobsimplification

Job Analysis Terminology

Job
Group of related activities and duties May be held by one or several employees

Position
Collection of tasks and responsibilities performed by an individual

HR Activities Relying on Job Analysis

Improve productivity Avoid discrimination in employment Person-job matching Planning Training
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Compensation Quality of work life Performance standards Re-design of jobs Performance appraisal

Steps in Job Analysis

Phase 1

Preparation for Job Analysis

Phase 2

Collection of Job Analysis Information

Phase 3

Use of Job Analysis Information

Job Analysis Process

1. Familiarize with the organization and its job 2. Determine uses of job analysis information 3. Identify jobs to be analyzed 4. Sources of job data (Human and nonhuman) 5. Data collection instrument design (Schedules) 6. Choice of method for data collection
Interviews, questionnaires, EE log, Observation, Combination
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Using Job Analysis Information

Job Descriptions & Specifications

Job Performance Standards

Job Analysis Information

HR Systems & Change Job Design

Job Description
List of tasks, accountabilities, and basically what gets done in that job. For example:
Job title, location, pay grade Job summary and duties e.g. what the job is

Job Descriptions vs. Specifications

Job Description Job Specification

Defines what the job does

Describes what the job demands of employees and the human factors required

Job Specification
What a job demands of jobholders and the KSAOs required to do the job Could include tools, actions, experiences, education and training Competency approach - growing in popularity
Competency: knowledge, skills, ability, or characteristic associated with superior job performance Competency model (framework): describes a group of competencies required in a particular job

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Job Performance Standards

The level of performance expected
Objectives or targets for employee efforts Criteria for measuring job success

Sources of standards
Job analysis information Alternative sources e.g. industry standards

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Key Considerations in Job Design

Organizational considerations

Environmental considerations

Job Design

Employee considerations

Ergonomic considerations

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Organizational Considerations
Efficiency
Achieving maximal output with minimal input Scientific management & industrial engineering principles Stresses efficiency in effort, time, labour costs, training, and employee learning time

Workflow
Sequence of and balance between jobs in an organization needed to produce the firms goods or services

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Ergonomic Considerations
Physical relationship between the work & worker Multi-disciplinary
Anatomy, physiology, psychology, sociology, physics, and engineering

Fitting the task to the worker rather than forcing employees to adapt to the task Can lead to significant improvements:
Efficiency and productivity Workplace safety

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What do Our EEs want?

Autonomy Variety Task Identity Feedback Task Significance
Having control over ones work & response to work environment Opportunity to use different skills or perform different activities Feeling of responsibility or pride from doing an entire piece of work Information that helps evaluate success or failure Knowing that ones work is important

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Increase the Quality of Work Life

Job Rotation Job Enlargement Job Enrichment Employee Involvement and Work Teams Use of Job Families in HR Decisions

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Environmental Considerations
Worker Availability
Abilities/availability of people to do the work

Social Expectations
Expectations of larger society and workers

Work Practices
Set ways of performing work
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Meeting Job Analysis Challenges

Adopt a future-oriented style when describing job activities and specifications Use of competency approach to shift focus on developing broader skills Still relevant for legal compliance and defensibility

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C H A P T E R
TWO
.

Job Analysis and Design

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