JOB ANALYSIS,JOB DESIGN AND HRIS

Unit 4 STRUCTURE
WHAT IS JOB ANALYSIS? WHY JOB ANALYSIS
JOB ANALYSIS METHODS
WHAT IS JOB DESIGN? APPROACHES /METHODS
JOB DESCRIPTION/JOB SPECIFICATION
USES OF HRIS
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JOB ANALYSIS,JOB DESIGN AND HRIS

Unit 4
What is Job Analysis? Why Job Analysis?
Job Analysis Methods
Gatewood and Feild (1994) view
job analysis as a purposeful,
systematic process for collecting
information on the important
work-related aspects of a job.

JOB ANALYSIS,JOB DESIGN AND HRIS

FOCUS ON WORK RELATED ASPECTS
the work activities; the tools,
equipment and work aids used; jobrelated tangibles and intangibles
(such as materials used, products
made and services rendered); work
performance; job context (working
conditions); and candidate
requirements (such as knowledge,
skills, experience and personal
attributes).

JOB ANALYSIS,JOB DESIGN AND HRIS

HOW IS IT CARRIED OUT?
DOCUMENTATION
QUESTIONNAIRE
INTERVIEWS
OBSERVATION /RECORDING /
ANALYSIS OF EQUIPMENT DESIGN
INFORMATION
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JOB ANALYSIS,JOB DESIGN AND HRIS

WHY JOB ANALYSIS?USES
JA information can be used in
each phase of the human resource
management cycle job design,
job classification and evaluation,
recruitment, selection, training,
performance appraisal and
performance management.
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JOB ANALYSIS,JOB DESIGN AND HRIS

WHY JOB ANALYSIS?USES
BENEFITS TO EMPLOYEES
KNOWLEDGE OF JOB
SET TARGETS
REDESIGN
APPRAISAL

JON ANALYSIS,JOB DESIGN AND HRIS

JOB ANALYSIS APPROACHES
Work-oriented job analysis focuses on a
description of the work activities performed on a
job. Emphasis is on what is accomplished and this
includes a description of the tasks undertaken and
the products or outcomes of those tasks. For
example, a work-oriented analysis of a clerical or
secretarial position may provide observable tasks
such as prepares letters, types letters or
files documents. This approach is also known by
other names such as task-oriented and activitybased job analysis.
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JON ANALYSIS,JOB DESIGN AND HRIS

JOB ANALYSIS APPROACHES
FUNCTIONAL JOB ANALYSIS METHOD
DOCUMENTING JOB
CONCERNS 3
ELEMENTS:THINGS,DATA,PEOPLE
CRITICAL INCIDENT TECHNIQUE

JON ANALYSIS,JOB DESIGN AND HRIS

Worker-oriented job analysis examines the
attributes or characteristics a worker must
possess to perform certain job tasks. The
primary products of work-oriented methods
are the knowledge, skills and attitudes (KSAs)
and other characteristics required for effective
job performance. A worker-oriented analysis of
a secretarial position might generate worker
characteristics such as skill in typing or
knowledge of the organisations filing
system. Until recently, worker-oriented
approaches dominated the field.
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JON ANALYSIS,JOB DESIGN AND HRIS

JOB ANALYSIS APPROACHES
FUNCTIONAL JOB ANALYSIS METHOD
POSITION ANALYSIS QUESTIONNAIRE
JOB ELEMENT METHOD
THRESHOLD TRAITS ANALYSIS

WORKER CHANRACTERISTICS/TRAITS REQUIRED

TO DO JOB

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JON ANALYSIS,JOB DESIGN AND HRIS

JOB ANALYSIS DATA COLLECTION
TECHNIQUES
In conducting a comprehensive job
survey, a job analyst needs to explore
many different sources such as technical
manuals, organisation studies and
training materials. They also have to
consult job incumbents, supervisors and
technical specialists who provide
information about jobs being studied.
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JON ANALYSIS,JOB DESIGN AND HRIS

JOB ANALYSIS DATA COLLECTION
TECHNIQUES
JA methods require the following
data collection techniques:
background research, performance
of the job, site observations,
individual interviews, group
interviews and job analysis
questionnaires.
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JON ANALYSIS,JOB DESIGN AND HRIS

JOB DESIGN
Definition
Job design is the personnel or engineering
activity of specifying the contents of the job,
the tools and the techniques to be used, the
surroundings of the work as well as the
relationship of one job to other jobs. In other
words, the aspect of personnel or industrial
engineering that directly affects the degree of
specialisation of the job and the psychological
dimensions of the task is called job design.
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JON ANALYSIS,JOB DESIGN AND HRIS

JOB DESIGN
4 APPROACHES
WORK SIMPLIFICATION
JOB ROTATION
JOB ENLARGEMENT
JOB ENRICHMENT
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JON ANALYSIS,JOB DESIGN AND HRIS

JOB DESIGN
4 Perspectives on the design of work
Another approach to design of work
involves four major categories:
The perceptual-motor approach
The biological approach
The mechanistic approach
The motivational approach.
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JON ANALYSIS,JOB DESIGN AND HRIS

JOB DESIGN
JOB CHARACTERISTIC MODEL
SKILL VARIETY
TASK IDENDITY
TASK SIGNIFICANCE
AUTONOMY
FEEDBACK
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JON ANALYSIS,JOB DESIGN AND HRIS

JOB DESIGN

AUTONOMY
TEAMWORK
SELF DIRECTED WORK TEAMS

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JON ANALYSIS,JOB DESIGN AND HRIS

JOB DECSRIPTIONS
JOB SPECIFICATIONSDESIGN

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JON ANALYSIS,JOB DESIGN AND HRIS

HRIS AND ITS USES

A STRATEGIS TOOL
SOURCE OF COMPETITIVE
ADVANTAGE
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JON ANALYSIS,JOB DESIGN AND HRIS

ACTIVITY
COMMENT ON THE USES OF AN
HRIS SYSTEM?
HOW CAN JOB ANALYSIS AND JOB
DESIGN CONTRIBUTE TOWARDS TO
IMPROVE EMPLOYEE COMPETENCE
AND MOTIVATION?
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