Chapter 3 - JOB DESIGN AND ANALYSIS Human Resourse Management (HRM) BBS 2nd Year

                               JOB DESIGN AND ANALYSIS

  

Define Job Design and Write its benefit?

            First of all a job can be defined as the collection of tasks, duties and responsibility which are assigned to a individual employees. Job design refers to the way the tasks are combined to from a complete job. It is the process of determining specific tasks to be included in a job and the methods of performing those tasks. It is..........

the process of organizing the tasks and structuring the job in order to improve organization efficiency and employee job satisfaction. It is concerned with changing, modifying and enriching job in order to capture the talents of employees while improving organization performance. It plays the significant roles in the organization’s performance, a poorly designed job always leads organization to negative results so the emphasis should be given to the suitable and good job design which motivates the employee, decrease turnover, cost and increase productivity.

According to Mathis and Jackson: “ Job design refers to organizing tasks, duties and responsibilities into a productive unit of work.”

There are three objectives of job design they are given below:

1) To meet the organizational requirement such as higher productivity, operational efficiency, quality of product, service etc.

2) To satisfy the needs of the individual employees like interest, challenge, achievement or accomplishment etc.

3) To integrate the needs of the individual with the organizational requirements.

(Note: This should not be include in your answer for the above question.)

Benefits of Job design:

i)  Performance:

                        Job design is directly related with the performance of employee. A good job design is there for providing a better organizational performance with its employee satisfaction.  Specially for motivating employee its plays significant role.

ii) Job Satisfaction: 

                        Employee are more satisfied with certain job then randomly arranged. It affect the.........

satisfaction of employee. Thus it is important to identify what makes a good job to employee

iii) Motivation:

                        Job design benefited organization for the motivation of employee, it leads to enrich the job to make them interesting and challenging. A perfectly motivated employee leads to the better performance and satisfaction.

iv) Right person in right position:

                                    Job design match the characteristics of job with characteristics of people to fit the job with its capable and competitive employee in order to have better performance and quality work. If a person does not fit a job, He/she can be changed or replace by redesigning jobs.

v) Quality of work life:

                        Job design has been found to be useful for improving QWL at works. Jobs can be made more challenging and rewarding by redesigning jobs. This helps employee in growth and development.

Define job Analysis with its purpose/ outcomes.

            Job analysis is the complete investigation into the activities of the job within an organization. It is the process of determining the tasks that make up the job and the skills, abilities and responsibilities that are required of an individual to successfully accomplish the job. It reports the activities should be involved in the job and the qualification needed to carry this responsibilities.

According to Edwin B. Flippo: “ Job analysis is the process of studying and collecting information relating to the operational and responsibilities of a specific job.

Purposes of Job Analysis:

                      

  Job analysis obtains information about jobs, and it uses that information to develop job description and job specification and to conduct job evaluation. So the purposes of the job analysis are concluded below:

1) Job Description:

                        Job description is the written documents regarding the duties, responsibilities and accountabilities of a specific job. It provides the actual framework of what a jobholder does, how it is done and why it is done. It leads to the better understanding on a specific, regarding the job content, duties, job environment etc. Generally job description contains job identification( function and activities) Job summary, relationship, responsibilities and duties, Authority, Machine equipment and tools to accomplish the job and working condition and environment.

2) Job specification:

                        A job specification is a statement disclosing the minimum acceptable human qualities necessary to perform a job. It simply analyzed the knowledge, skills and abilities needed to accomplished the job. It is a profile of human characteristics. Thus job specification is a written document of qualification, experience, training, mental abilities, special abilities, communication skills and emotional characteristics.  It describes what the job demand of employee. Generally the job specification contains qualification and experience, physical status, psychological characteristics of the employee.

3) Job Evaluation:

                        Job evaluation is the process of determining the value of each job in relation to all jobs within the organization. Job evaluation seeks to rank all the jobs in organization and place them in hierarchy that will reflect the relative worth of each job. It has many objectives towards the organization. It is completely concern with job rather than employee.

Describes the uses/ Importance of Job Analysis?  ( IQ)

The results derived from job analysis can be used as a foundation and an essential ingredient for all the functions and areas of human resource management.

i) Human resource planning:

                        The information derived from job analysis helps the HR planner to estimate the HR requirements of an organization. Effective HRP can only take place when job requirements are taken into consideration.

ii) Recruitment, Selection and Placement:

                        The job analysis plays vital role in recruitment, selection and placement of personnel in an organization. With the job analysis , the description and job specification provides the foundation for recruitment ,selection and placement.

iii) Training and development:

            The job analysis information helps in determining the content and subject matter of training and  development. Need of training and development are identified with the help of job description. Training and development program must bridge the gap between the level at which an employee is today and the level his job requires him to do at present. This difference can be calculated through the help of job analysis.

iv) Performance Appraisal:

            The standards of performance for employees can be set on the basis of job analysis and actual performance  can be compared with these standards. It helps the management in judging the worth of employee objectively. Such assessment is the basis for awarding promotion effecting transfer or assessing training needs.

v) Job evaluation and Compensation:

            Job evaluation is the process of determining the value of each job in relation to all jobs within the organization. It ranks and rates the job. By these means, a compensation package can be developed for each job, equitable pay structure can be ensured, and the level of wages within the organization.

vi) Job redesign:

                        Job analysis is simply provides the information on the job and the required qualification to accomplish it. This types of information enable the organization to redesign jobs to improve the performance of employee.

Job analysis also plays the vital role for the health, safety of the employee.