Management of Human

Resources
MGM 411
By: Hassan Al-Dhaafri
 Job Analysis
and Job Design

Chapter 4

McGraw-Hill/Irwin Copyright © 2011 by The McGraw-Hill Companies, Inc. All rights reserved.
 Job Analysis and Job Design
 Job analysis
└ Process of determining and reporting
pertinent information relating to the
nature of a specific job.

 Job design
└ Process of structuring work and
designating the specific work
activities of an individual or group of
individuals to achieve certain
organizational objectives.
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Relationship among Different Job
Components

Figure 4.1

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 Job Analysis Activities
Employee Performance
Job definition
safety appraisal

Career
Job redesign Compensation
counseling

Recruitment Training

Selection Orientation

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 Job Analysis
 Recruitment  Selection
└ Process of seeking and └ Process of choosing
attracting a pool of from those available
people from which the individuals who
qualified candidates are most likely to
for job vacancies can perform successfully in
be chosen. a job.

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 Job Analysis
 Orientation  Training
└ Introduction of new └ Learning process that
employees to the involves the
organization, work acquisition of skills,
unit, and job. concepts, rules, or
attitudes to increase
employee
performance.

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Information Provided by a
Job Analysis

Table 4.1

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4-9
 Products of Job Analysis
Job description
└ Written synopsis of the nature and requirements
of a job
└ explains, in written form, what the job is called,
what it requires to be done, where it is to be
done, and how it is to be done

└ See this: sample JD

└ http://www.snagajob.com/job-descriptions/event-coordinator/

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 Products of Job Analysis
Job specification
└ Description of the competency, educational, and
experience qualifications the incumbent must
possess to perform the job.

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4-12
4-13
Contents of a Job Description

Table 4.2
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 Job Analysis Methods

Observation Interviews

Functional job
Questionnaires
analysis
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 Job Analysis Methods
1. Observation
└ person making the analysis observes the
individual or individuals performing the job and
takes pertinent notes describing the work.
└ includes such things as what was done, how it
was done, how long it took, what the job
environment was like, and what equipment was
used.

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 Job Analysis Methods
Motion study
└ involves determining the motions and
movements necessary for performing a task or
job and then designing the most efficient
methods for putting those motions and
movements together.

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 Job Analysis Methods
Time study
└ determines the elements of work required to
perform the job, the order in which those
elements occur, and the times required to
perform them effectively.

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 Job Analysis Methods
Work sampling
└ method based on taking statistical samples of job
actions throughout the workday and then
drawing inferences about the requirements and
demands of the job.

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 Job Analysis Methods
2. Interviews
 Requires that person conducting job analysis meet
with and interview jobholder
└ Unstructured interviews – Have no definite checklist
or preplanned format; format develops as interview
unfolds
└ Structured interview – Follows a predesigned format
 Major drawback
└ Can be extremely time-consuming; compounded
when several people are interviewed about the same
job 4-20
 Job Analysis Methods
3. Questionnaires
Typically three to five pages long and contain
both objective and open-ended questions
Information can be obtained from large
number of employees in a relatively short
time period

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 Job Analysis Methods
4. Functional job analysis
└ Uses standardized statements and terminology to
describe content of jobs
└ Collects detailed task statements and rates them
according to function level or function orientation

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 Job Design – Three Phases
What different tasks must be performed?
How will each task be performed?
How will the different tasks be grouped to
form jobs?

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 Job Design
Goal of job design
└ Develop work assignments that meet
requirements of the organization and technology,
and that satisfy personal and individual
requirements of jobholder
└ Key is to balance requirements of organization
and jobholder

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 Job Design
Prevailing practice in designing jobs was to
focus almost entirely on simplifying tasks to be
undertaken
Usually resulted in making jobs as specialized
as possible
Job specialization can result in boredom and
even degradation of jobholder

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Advantages of Job
Specialization

Table 4.6

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 Job Scope and Job Depth
 Job scope  Job depth
└ Number and variety of └ Freedom of jobholders
tasks performed by the to plan and organize
jobholder their own work, work
at their own pace, and
move around and
communicate.

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 The Physical Work Environment
 The physical work environment should allow for
normal lighting, temperature, ventilation, and
humidity
 Baffles acoustical wall materials, sound
absorbers, soothing colors, limiting exposure to
less-than-ideal physical conditions to short
periods are measures employers can take

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 Flexible Work Arrangements
(FWAs)
Flexible Work Arrangements
└ refers to alternative work schedules and
arrangements.
└ allow an employee to alter the time and/or place
when/where work is conducted on a regular
basis, consistent and predictable with the
employer’s operations

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Flexible Work Arrangements

1. Flextime

2. Telecommuting

3. Job sharing

4. Condensed work week

5. Contingent workers

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 Flextime
Flextime
└ Allows employees to choose, within certain limits,
when they start and end their workday
└ Allows employees to accommodate different
lifestyles and schedules, avoid rush hours
└ Can create communication and coordination
problems

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 Telecommuting
Telecommuting
└ The practice of working at home or while
traveling and being able to interact with the office
└ Less travel time and travel expenses, avoiding
rush hour
└ Lack of professional and social environment of
workplace

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 Job Sharing
Job sharing
└ Two or more part-time individuals perform a job
that would normally be held by one full-time
person
└ Can be in the form of equally shared
responsibilities, split duties, or a combination of
both

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 Condensed Workweek
Condensed work week
└ Number of hours worked per day is increased and
number of days in the workweek is decreased
└ Typically done by having employees work 10
hours per day for four days per week
└ Fatigue that often accompanies longer hours

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Contingent Workers
 Contingent workers
└ Employees who are
independent
contractors and on-call
workers or temporary
short-term workers.

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Lets look back!

Thanks and QnA time

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