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Chapter 05

Here are the key expectations for each job: Programmer: - Strong technical skills in programming languages - Ability to troubleshoot and debug code - Attention to detail and quality - Ability to work independently Receptionist: - Excellent communication and customer service skills - Ability to multi-task and prioritize tasks - Proficiency with office technology/systems - Professional appearance and demeanor Executive Assistant: - Highly organized with strong time management - Discretion and ability to handle confidential information - Excellent written and verbal communication - Proficiency with office technology and systems Sales Rep: - Strong communication, persuasion and relationship building - Target-driven and

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178 views17 pages

Chapter 05

Here are the key expectations for each job: Programmer: - Strong technical skills in programming languages - Ability to troubleshoot and debug code - Attention to detail and quality - Ability to work independently Receptionist: - Excellent communication and customer service skills - Ability to multi-task and prioritize tasks - Proficiency with office technology/systems - Professional appearance and demeanor Executive Assistant: - Highly organized with strong time management - Discretion and ability to handle confidential information - Excellent written and verbal communication - Proficiency with office technology and systems Sales Rep: - Strong communication, persuasion and relationship building - Target-driven and

Uploaded by

api-3807704
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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You are on page 1/ 17

Chapter 5

Analysing Work
and
Designing Jobs

Human Resource Management, 5E 1


Learning Objectives

• Understand the nature of job analysis and


describe the process of conducting job
analysis
• Understand job design and describe how
it is done
• Identify techniques of job design with
explanation of each

Human Resource Management, 5E 2


Job Description and Job Specification in
Job Analysis
Job Analysis
A process of obtaining all pertinent job facts

Job Description Job specification


A statement containing items A statement of human qualifications
such as necessary to do the job. Usually
• Job title contains such items as
• Location • Education
• Job summary • Experience
• Duties • Training
• Machines, tools, and • Judgement
equipment • Initiative
• Materials and forms used • Physical efforts
• Supervision given or received • Physical skills
• Working conditions • Responsibilities
• hazards • Communication skills
• Emotional characteristics
• Unusual sensory demands such as
sight, smell, hearing

Human Resource Management, 5E 3


Job Analysis offers Competitive
Advantage to a Firm

• is a foundation for HRP


• foundation for employee hiring
• foundation for t & d
• foundation for performance appraisal
• foundation for wage and relay fixation
• foundation for safety and health

Human Resource Management, 5E 4


Process of Job Analysis

Strategic Choices

Gather Information

Uses of Job Description and Job


Process Information Specification
• Personnel Planning
• Performance Appraisal
• Hiring
Job Description • Training and Development
• Job Evaluation and Compensation
• Health and Safety
• Employee Discipline
• Work Scheduling
Job Specification
• Career Planning

Human Resource Management, 5E 5


Process of Job Analysis

• Strategic choices
– employee involvement
– levels of details
– timing and frequency of analysis
– past or future
– sources of data
• Information gathering
• Information processing
• Job description
• Resulting in various outcomes

Human Resource Management, 5E 6


Methods of Collecting Job Data

Interviews

Observation Questionnaire

Job Data

Checklists Diary

Technical
Conference

Human Resource Management, 5E 7


Job Enlargement

Employee 1 Employee 2 Employee 3

Tasks Tasks Tasks


Drill holes Drill holes Drill holes
Assemble Assemble Assemble
Parts Parts Parts
Test Test Test

Human Resource Management, 5E 8


Uses of Jobs Analysis
HRP

Recruitment and Selection

Training and Development


Job
Description
Job Evaluation

Job Analysis
Remuneration
Job
Specification
Performance Appraisal

Personnel Information

Safety and Healthy

Human Resource Management, 5E 9


Job Rotation

Tasks Tasks
Tasks
Assemble Test
Drill holes
Parts Component

Week 1 Week 2 Week 3

Human Resource Management, 5E 10


Nature of Job Design

• Job design is the conscious efforts to


organize tasks, duties and responsibilities
into one unit of work. It involves
– identification of individual tasks
– specification of methods of performing the
tasks
– combination of tasks into specific jobs to be
assigned to individuals

Human Resource Management, 5E 11


Job Design Factors

Feedback

Organisational
Factors

Environmental Productive and


Job Design
Factors Satisfying Job

Behavioural Factors

Human Resource Management, 5E 12


Comparison of Five Design Approaches

High
Socio-technical Systems

Job Enrichment

Job Enlargement
Medium
Impact

Job Engineering

Job Rotation
Low

Low Medium High

Complexity

Human Resource Management, 5E 13


Contemporary Issues

• Telecommuting
• Alternative work patterns
• Technostress
• Task revision
• Skill Development

Human Resource Management, 5E 14


Reality Check

• Why do people like jobs but hate work?

Human Resource Management, 5E 15


Reality Check

• Amazon.com is one company that has


de-jobbing practice. Here a worker is
switching from a job to job three months’
intervals. The .com puts more emphasis
on broader worker specification than on
detailed job description. Do you find any
other organisation (s) practising de-
jobbing?

Human Resource Management, 5E 16


Reality Check

List the expectation of each of the following


jobs:
• A programmer
• Receptionist
• Executive assistance
• Sales Rep

Human Resource Management, 5E 17

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