Job Design

 Job Design

—  Process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in the organization

Job Design Techniques

—  Job enrichment - Basic changes in the content and level of responsibility of a job, so as to provide greater challenge to the worker

—  Job enlargement - Changes in the scope of a job to provide greater  variety to the worker

—  Re-engineering – Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical, contemporary measures of performance, such as cost, quality, service and speed

—  Scientific Technique

            More specialized job that has a shorter job cycle.

—  Job Rotation

—  Shifting an employee from one particular job to another .

JOB ANALYSIS

—  Need information about the Person & about the Job

Definitions

—  Job Analysis: the process of collecting & analyzing information about jobs to write:

—  Job Description: a document that identifies the tasks & duties performed by a job

—  Job Specification: a document that identifies the qualifications required by a job

—  Most organizations combine the Job Description & the Job Specification into a single document for each job

—  Usually simply called a “Job Description”

—  Task: a unit of work activity performed by a worker within a limited time period

—  Duty: several related tasks that are performed by a worker

—  Position: the set of all tasks & duties performed by a worker

—  Job: a group of identical positions

Job Analysis Process

• Familiarize with nature and type of work of the organization
• Identify and select jobs to be analyzed
• Develop a JA information format
• Develop a JA information format
• Evaluation.   

Feed back is a must for this process 

Fa 01. familiarize with nature and type of work of the organization

02 02. Decide purposes of the job analysis

a.       How do you want to use the Job Descriptions?

                                                              i.      Job design

                                                            ii.      Recruiting

                                                          iii.      Selection

                                                          iv.      Performance appraisal

                                                            v.      Training

                                                          vi.      Compensation

03 03.Data Collection & Analysis

Collect job data

a.       Reduce sources of bias

b.      Conduct effective interviews

Analyze the job data

Report results to organization

c.       Write the job descriptions

Periodically recheck the job data

d.      Update & revise the job descriptions as needed

Methods of collection of data

• —  1. Observation
• —  2. Participation
• —  3. Questionnaire

04. Evaluate the Job Analysis process

—  Continuous improvement: learn from both successes & mistakes to continuously get better

—  Did the project finish on-time and under-budget?

—  Did you collect the correct information?

Are the Job Descriptions being used as intended?