UNIT2 JOBANALYSIS AND JOB DESIGN Structure 20 Objectives 2.1 Introduction 22 JobAnalysis 2.2.1 Significance of Job Analysis 2.2.2 Components of Job Analysis 23. Methods of Job Analysis 24 JobDesign 25 Methods of Job Design 26 LetUsSum Up 27 Key Words 28 Answers toC k Your Progress 29 Terminal Questions 2.0 OBJECTIVES After studying this unit, you should be able to: © explain the meaning and concept of job analysis, job description, job rotation, job cenrichmentand job enlargement # describe the significance and components of job analysis e di scuss the methods of job analysis, © define the term ‘job design’ discuss the methods of job design 2.1__ INTRODUCTION ‘Human resource management aims at optimum utilization of available human potential, For this purpose, itis essential to make every one understand their job and expectations from the job. This enables them to charter their behaviour appropriately. Job analysis is a process of determining the essential characteristics that are necessary to perform the job effectively. A good job analysis conveys information to take a number of important decisions relating to human resources management. Job design is next to job analysis, Job design involves systematic attempts to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. Job design integrates the work content and qualifications required for each job that meets the needs of employee and the Organization. Designing a job analysis leads to preparation of job description and job specification, Both of them underlie the roles, responsibilities, and qualifications needed in the job. Atthe same time, the way jobs are designed has a significant influence on the employees and Organization. In this unit you will learn the concept, significance and methods of job analysis. You will further lear and have an insight about job design and it methods.Job Desiga 22. JOBANALYSISs—~CSsSSSCS Job Analysis and Job analysis isa process of determining which characteristics are necessary for satisfactory job performance and analyzing the environmental conditions in which the job is performed. Itanalyzes the work content of job & job content of work. The process of job analysis leads to development of two documents viz., job description and job specification. Job description indicates the tasks and responsibilities, job title, duties, machines, tools, and equipment, working conditions and occupational hazards that form part of the job whereas job specification comprises of the capabilities required to perform job, education, experience, training, judgmental skills, communication skills and personal skills required to perform the job effectively. 2.2.1 Significance of Job Analysis Job analysis isa vital tool in taking a variety of human resource decisions. Itis used to design and execute a number of human resource management activities and programs. They are described here: 1. Manpower Planning: job analysis helps in forecasting manpower requirements based on the knowledge and skills and quality of manpower needed in organization. 2. Recruitment: Acatefully designed job analysis provides information as to what sources of recruitment are to be used to hire employees. For example, job analysis in a retail stores about merchandise sorters tells that village level schools are potential source of recruitment. 3. Selection: Selection of the right candidate to the right job can only be done with the help of job analysis. ¢ of retail stores, a billing assistant can be selected with the knowledge ofaccounting, cz job analysis, h, and computer operations. This is possible with the help of 4. Training and Career Development: Job analysis provides valuable information to develop training programs. It provides information about what skills are to be trained. It also provides information about various techniques to be used in career development of employees. 5. Placement and socialization: After people are selected and trained, they must be placed in suitable jobs. Job analysis provides information about the suitability of jobs. A clear job analysis guides the process to socialize the employees to develop sound relationships with all those persons. 6. Compensation: Job analysis provides information as to how much compensation and other financial and nonefinancial be efits to be associated with each job, 7. Employee Safety and Welfare: Job analysis details information on working conditions. Thus, management tries to provide safety and welfare measures that are outlined in job analysis 8. Performance Appraisal: Performance of employees is appraised based on standard criteria provided in the job analysis. 9. — Counselling: A good job analysis provides information to the superiors about the jobs. They use this information to guide and counsel employees about their career options, performance, training requirements and skill up-gradation,Human Resources 10. Strategic Planning: Job analysis enables human resource manager to develop a long-range strategic plan in all concerned areas of human resourees. 2.2.2. Components of Job Analysis 1. Job Description: It is an important document. Itis descriptive in nature. Itis useful to identify a job for consideration by job analyst. Important questions to be answered through job description are: What should be done? - Why it should be done? -Where itshould be done? There is no universal format of writing job description. According to Ghorpade the following information is common in most of the job descriptions. ‘© Job title: title of the job and other identifying information such as wages, salaries, other benefits © Summary: summary is written in one or two lines that describes what outputs are expected from job incumbents. ‘© Equipment: a clear statement of tools, equipment and other information required to perform job effectively. © Environment: a clear des ption of the working conditions of the job, the location and other characteristics of work environment such as hazards, noise, temperature, cleanliness et. ‘© Activities: a description about the job duti onsibilities, and expected behaviour on the job. A description of social interactions associated with the job such as the size of work group, interpersonal interaction on the job is made. ob analyst writes job description in consultations with the workers and supervisors. After writing draft job description, comments and criticism are invited to improve its content. Final draft is then prepared. Job description is written either by making, personal observation or using questionnaire to collect relevant information from supervisors and workers. Job description should be reviewed from time to time. 2. Job Specifications: It also known as man or employee specifications is prepared on the basis of job specification, It specities the qualities required in a job incumbent for the effective performance of the job. Basic contents of a job specification are as follows: 1, Personal acteristics such as education, job experience, age, sex, and extra co-curricular activities. 2. Physical characteristics such as height, weight, chest, vision, hearing, health, voice poise, and hand and foot coordination, (for specific positions only). 3. Mental characteristics such as general intelligence, memory, judgment, foresight, ability to concentrate, ete 4, Social and psychological characteristics such as emotional ability, flexibility, ‘manners, drive, conversational ability, interpersonal ability attitude, valu creativity ete. ‘Various contents of ajob specification can be prescribed in three terms: essential qualities which a person must possess; desirable qualities which a person may possess; and contra-indicators which are likely to become a handicap to successful job performance3. Job evaluation: [tis a pro process which is helpful even for framing compensation plans by the personnel manager. Job evaluation as a process is advantageous to a company in many ways’ of determining the relative worth of ajob. Itis a Job Analysis and Job Desiga 1, Reduction in inequalities in salary structure - Its found that people and their motivation is dependent upon how well they are being paid. Therefore the ‘main objective of job evaluation is to have external and intemal consistency in salary structure so that inequalities in salaries are reduced. 2. Specialization -Because of division of labour and thereby specialization, a large number of enterprises have got hundred jobs and many employees to perform them, Therefore, an attempt should be made to define a job and thereby fix salaries for it. This is possible only through job evaluation, 3. Helps in selection of employees - The job evaluation information can be helpful at the time of selection of candidates. The factors that are determined for job evaluation can be taken into account while selecting the employees. 4. Harmonious rel nship between employees and manager - Through job evaluation, harmonious and congenial relations can be maintained between employees and management, so that all kinds of salaries controversies can be minimized. 5. Standardization The process of determining the salary differentials for different jobs become standardized through job evaluation. This helps in bringing uniformity into salary structure. 6. Relevance of new jobs - Through job evaluation, one can understand the relative value of new jobs in a concer, According to Kimball and Kimball, “Job evaluation represents an effort to determine the relative value of every job in a plant and to determine what the fair basic wage for such a job should be.” Thus, job evaluation is different from performance appraisal. In job evaluation, worth of a job is calculated while in performance appraisal, the worth of employee is rated. 2.3. METHODS OF JOB ANALYSIS. Job analysis methods can be categorized into three basic types: (1) Observation Methods; (2) Interview; and (3) Questionnaire 1, Observation Method: Observation of work activities and worker behaviors 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; (i) Work ‘Methods Analysis; and (iii) Critical Incidents Technique. () Direct Observation: Using direct observation, a person conducting the analysis simply observes employees in the performance of their duties. ‘The observer either takes general notes or works from a form which has structured categories for comment, Everything is observed: what the worker accomplishes, what equipment is used ete. The limitation of this ‘method is that it cannot capture the mental aspects of jobs, such as decision making or planning, since mental processes are not observable. Gi) Work Methods Analysis: This method is used to describe manual and repetitive production jobs, such as factory or assembly-line jobs. This ‘method is used by industrial engineers to determine standard rates of production, 19Human Resources 20 (ii) Critical Incidents Technique: It involves observation and recording of examples of particularly effective or ineffective behaviors. Behaviours are judged to be “effective” or “ineffective” in terms of results produced by the behavior. In this method a person using the critical incidents must describe behaviour in retrospect, or after the fact, rather than as the activity unfolds. Accurate recording of past observations is more difficult than recording the behaviours as they occur. Interview: In this method, the Analyst interviews the employee, his supervisor and other concemed persons and record answers to relevant questions. The interviewer asks job related questions and a standard format is used to record the data. The limitation of this method is that it does not provide accurate information because the employee may not provide accurate information to protect his own interest. Success of this method depends upon the rapport between the analyst and the employee. ‘Questionnaire: In this method properly drafted questionnaires are sent to jobholders. Structured questionnaires on different aspects of a job are developed. Each task is described in terms of characteristics such as freque significance, difficulty and relationship to overall performance. The jobholders give their rating of these dimensions. The ratings obtained are analyzed anda profile of actual job is developed. This method provides comprehensive information about a job. The limitation of this method is that itis time consuming, and costly. Check Your Progress A 1, Whatisjob analysis? 2. Write three significance of job analysis. 3. What do youmnean by job description? 4, What is meant by job specificatio 5. Whatiisjob evaluation?ia_jow pS Job design is next to job analy: tasks, duties and responsibilities into a unit of work to: design integrates the work content and qualifications required for each job that meets the needs of employee and the organization. Job design makes the job highly specialized and well designed jobs are important in attracting and retaining a motivated work foree. lob design involves systematic attempts to organize shieve certain objectives. Job According to Michael Armstrong, “Job Design is the process of deciding on the on the methods to be used contents of ajob in terms of its duties and responsibilities in carrying out the job, in terms of techniques, systems and procedures, and on the relationships that should exist between the job holder and his superior subordinates, and colleagues.” Job Design is affected by three categories of factors: Organizational Factors: The organizational factors that affect job design are 3k, work flo ‘© Characteristic of task: Each task consists of 3 elements, namely, planning, executing and controlling, Job design involves the assembly of a number of tasks into ajob ora group of jobs. A job may require an employee to perform a variety of connected task. All these characteristics of jobs are taken into consideration forjob design. characteristies of ta ‘ergonomics and work practi ‘© Workflow: The flow of work in an organization is strongly influenced by the nature of the product. This product usually suggests the sequence and balance between jobs ifthe work is to be completed efficiently. ‘Ergonomics: Ergonomics is concemed with the designing and shaping of jobs as per the physical abilities and characteristics of individuals so that they can perform their jobs effectively, © Work Practices: Work practices are the set methods of performing work. This can affect the job design as there is little flexibility in designing the job especially ifthe work practices are approved by employee unions. Environmental Factors: Environmental factors affect job design. Environmental factors include employee abilities & availability and Social & Cultural expectations, ‘© Employee Abilities & Availability: Abilities and availability of people plays an important role while designing jobs. Due attention needs to be given to the employee who will actually perform the job. ‘© Social And Cultural Expectations: Jobs should be designed keeping the employees in mind. Due to increase in literacy rate and knowledge, employees are now more aware and only perform jobs that are to their liking and match their profile. * Behavioral Factors: Behavioral factors are related to human needs and they need to be satisfied properly. Behavioral elements inchude the following: © Feedbac performance. This will enable the employee to improve his performance and complete the job in a proper manner. : Employee should be given proper feedback about his job ‘* Autonomy: Employee should be given proper autonomy required to perform the work, The absence of autonomy may lead to poor performance on the part of employees. ‘* Use of Abilities: The job should be designed in such a manner that an employee will be able to use his abilities fully and perform the job effectively. auHuman Resources 2 ‘© Variety: Absence of variety in the job assigned may lead to boredom. Adequate scope to variety factor should be given while designing a job. 2.5 | METHODS OF JOB DESIGN Job Simplification: In the job simplification technique, the job is simplified or specialized. A given job is divided into small sub-parts and each partis assigned to one individual employee. Job simplification is introduced when job designers feel that the jobsare not specialized enough. Job Rotation: Job rotation implies systematic movement of employees from one job to the other. Job remains unchanged but employees performing them shift from one {job to the other. With job rotation, an employee is given an opportunity to perform different jobs, which enriches his skills, experience and ability to perform different jobs. Itis the process of preparing employees at a lower level to replace someone at ‘the next higher level. Itis generally done for the designations that are crucial for the effective and efficient functioning of the organization, By this to some extent boredom is reduced. However for this people interest is primary importance. By this they can also learn new things, new techniques, and new ways of doing better work. Itmay also happen that over a period of time they will be finding a job for which they are better suitable, They the organization, also contribute in a better way to achieve the goals of This aspect of job rotation can be seen widely applied in Retail scenario, where end ‘user or consumer is in direct presence all through. This has for large extent reduced boredom, reduced irregularities due to familiarity, acquired new skills & assuming new & varied responsibilities. In other words it will lead to better job satisfaction, whichis the ultimate goal forbetter contribution. Job Enlargement: Job enlargement means expanding the scope of the job. Many tasks and duties are aggregated and assigned to a single job. Itis opposite to job simplification, Job enlargement is an extension of Job rotation, exposing the people to several jobs without changing the job duties to be performed, He is taken off the boring job for a while & is allowed to take up a related task & so on. Monotony is relieved temporarily, Critics are of the opinion that this approach involves nothing more than having to perform several boring jobs rather than one. Job enlargement is to expand in several tasks than just to do one single task. It is also the horizontal expansion of ajob. It involves the addition of tasks at the same level of skill and responsibility. Itis done to keep workers from getting bored. This would also be considered multi tasking by which one person would do several persons jobs, saving the company money and man hours that normally would be paid to additional workers. Small companies may not have as many opportunities for promotions, so they try to motivate employees through job enlargement. For example when I worked at arestaurant, I would bus the tables, wash the dishes, and run food upstairs. If they had just one person doing each job on the same night, it would cost the management three times the money. This adds more functions; increases variety of tasks & this is short lived. It cannot enrich the human content of job. The ultimate answer is Job Enrichment. Job Enrichment: Job enrichment means making the job rich in its contents so that an employee will get more satisfaction while performing that job. Itupgrades the responsibility, scope and challenge. A vast majority of the jobs are repetitive & monotonous in nature, This results in reducing the motivational content& human element of the job with repercussions on performance, The central focus of jobenrichment is giving people more control over their work (lack of control is akey of stress, and therefore of unhappiness.) Where possible, allow them to take on tasks that are typically done by supervisors. This means that they have more influence over planning, executing, and evaluating the jobs they do. In enriched jobs, people complete activities with increased freedom, independence, and responsibility. They also receive plenty of feedback, so that they can assess and correct their own performance. Job Enrichment tries to embellish the job with factors of motivation: Achievement — Recognition — Increased Responsibilities — Self Involvement Opportunities for Growth Advancement ~ Increased Competence. Job Enrichment is concerned with redesigning the job to include a variety of work content; that gives the person more autonomy & responsibility for planning, directing & controlling his own performance & provide opportunity for personal growth & meaningful work experience. Job Enrichment also for decentralization of decision making rights to individual over areas, that directly affect his task functions. The emphasis is on the result of efforts rather than the procedure to carry out the work, thus making the job result oriented. This also results in motivation, satisfaction in believing oneself to be personally accountable for results & being able to know how satisfactory ones efforts are. By Job Enrichment, condition or state of human capabilities which were not fully utilized & creation of frustration among the individual isremoved to the extent possible. Check Your Progress B 1. Whatis Job Design? 2. Whatis job rotation? 3. Whatis meant by job enrichment? 4, What do you mean by job enlargement? Job Analysis and Job Design 2BHuman Resources 24 5. Which ofthe following statements are True or False? ) Job Analysis analyzes the work content of job and job content of work. ii) Job Description does not provide a clear picture about the duties and responsibilities ofa job. ii) Job specification isa written statement of necessary qualifications of job incumbent. iv) Job Rotation implies the shifting of an employee from one job to another without any change in the Jobs. ¥)__ Job Enlargement isthe process of increasing the scope of ajob by adding more tasks to it. 2.6 LET US SUM UP Job analysis is a systematic investigation of tasks, duties and responsibilities of a job. Job analysis starts with collection of relevant information and ends with development of job description and job specification...The specific uses of job analysis are: Manpowerplanning, Recruitment and selection, training and placement, compensation and employee welfare, counseling and performance appraisal. Jab description isa written document consists of job title, summary, equipment, environment and activities. Components of job analysis includes, job description, job specification and {job evaluation, Job analysis methods can be categorized into three basic types: (i) Observation Methods: Under this method a person conducting the analysis simply observes employees in the performance of their duties. (ii) Interview: In this method, the Analyst interviews the employee, his supervisor and other concemed persons and. record answers to relevant question, and (ii) Questionnaire: In this method structured questionnaires on different aspects of a job are developed and sent to jobholders. Job design is the process of deciding on the contents of a job in terms of its duties and responsibilities. The main objective of job design is to integrate the needs of the individual and the requirements of the organization, Methods of job design include: (i) Job simplification is used to make the job simplified or specialized. A given job is divided into small sub-parts and each partis assigned to one individual employee. (ii) Job rotation is first step towards removing boredom of doing the same work or job again & again. (ii) Job enlargement is an extension of job rotation, exposing the people to several jobs without changing the job duties to be performed. (iv) Job enrichment means making the job rich in its contents so that an employee will get more satisfaction while performing that job. ILupgrades the responsibility, scope and challenge. 2.7 KEY WORDS Job Rotation: Itimplis the shifting of an employee from one job to another without any change in the Jobs. Job Analysis: Itis the process of determining the essential characteristics that are necessary to perform job effectively. Job Specification: It is the document showing personality traits, qualities, skills, knowledge and other attributes required in the employee. Job Enlargement: Its the process of increasing the scope of ajob by adding more tasks to it,Job Enrichment: It involves designing a job in such a way that it provides the worker greater autonomy for planning and controlling his own performance. Job Description: A written statement of summary of tasks, duties and responsibilities of job. 2.8 | ANSWERS TO CHECK YOUR PROGRESS (B) 5) i) True ii) False iii) True iv) True v) True What is meant by job analysis? Discuss it methods, What is job design? Discuss the factors affecting it. wees Writa note on the following: i) Jobrotation i) Jobenlargement ii) Jobenrichment 2.9 TERMINAL QUESTIONS What is job analysis? Describe the significance of job analysis. Explain in detail the components of job analysis with reference to Retail Store. Job Analysis and Job Desiga 28