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JOB ANALYSIS AND JOB DESIGN

DEFINITION

IT IS THE PROCESS OF DETERMAINING BY OBSERVATION AND STUDY THE TASKS : 1. WHICH COMPRISE THE JOB. 2. THE METHODS AND EQUIPMENTS USED. 3. THE SKILLS AND ATTITUDES REQUIRED.

PROCESS OF JOB ANALYSIS


THE MAIN STEPS INVOLVED IN JOB ANALYSIS :

1) ORGANISATIONAL ANALYSIS:It is required to know the linkages between jobs and the organisational goals, interrelationships among jobs and their role in effectiveness in the organisation . Eg: Organisation charts ,work flow charts, etc..;

2) ORGANISING JOB ANALYSIS PROGRAMME:It is necessary to plan and organise the programme of job analysis.

3) DECIDING THE USE OF JOB ANALYSIS

INFORMATON:Focusing mainly on areas where job analysis is required. These areas can be decided on the basis of the needs ,priorities ,canstraints of the particular organisation.

4)SELECTING RESPECTIVE JOBS FOR ANALYSIS:Select respective sample of jobs for the purpose of detailed analysis. 5) UNDERSTAND JOB DESIGN:Obtain information concerning the current design of the respective job. Eg: Job description ,Job specificationetc..

6)COLLECTION OF DATA:Data relating to characteristics of the job, qualification ,behaviour required to perform job are collected.

7)DEVELOPING JOB DESCRIPTION:It is the written statement that describes the tasks, duties and responsibilities which need to be discharged for effective job performance.

8)PREPARNIG A JOB SPECIFICATION:It is the written statement which specifies the personal attributes in terms of education, experience and aptitude required to perform the job.

TECHNIQUES OF JOB ANALYSIS


JOB PERFORMANCE. PERSONAL OBSERVATION.

INTERVIEW.
QUESTIONNARIE. CRITICAL INCIDENTS. LOG RECORDS.

BENEFITS OF JOB ANALYSIS


IT IS USED IN FOLLOWING AREAS: ORGANISATIONAL BEHAVIOUR. HUMAN RESOURCE PLANNING. RECRUITMENT AND ORIENTATION. PLACEMANT AND ORIENTATION. TRAINING AND DEVELOPMENT. PERFORMANCE APPRISAL

JOB DESIGN
It is the process of deciding on the Contents of a job in terms of its duties and responsibilities . The methods to be used in carrying out the job . Techniques , systems and procedures . The relationships that should exist between the jobholder and his superiors ,subordinates and collegues .

JOB DESIGN
Job design is an attempt to create a match between job requirements and human attributes . It involves both organising the concepts of the job and the interaction patterns among the members of a work group .
For any type of organisation job design is very important .

OBJECTIVE OF JOB DESIGN


To integrate the needs of the individual and the

requirements of the organisation . Needs of employees include job satisfaction in terms of interest, challenge and achivement . Organisational requirements refer to high productivity, technical effieciency and quality of work . A systematic body of knowledge on tha job design has been developed after the industrial revolution and the large scale enterprises .