Job Analysis and Job Design Essay

occupation abstractThe procedure for determining the tasks and responsibilities of severally a conjecture, and the human attributes (in terms of knowledge, skills, and abilities) undeniable to perform the job.The outcomes of job analysis will be theorize description (what the job entails), business concern specifications (what the human requirements are needed for the job). vocation analysis is something called the cornerstone of HRM, because the outcomes of job analysis (job descriptions and job specifications) are the basis for most of the interrelated HRM activities, including recruitment and selection, HR planning, training, performance appraisal, indemnify and benefits, health and safety, labour relation, and so on (you canful think about to a greater extent areas).The Phases and Steps in blood AnalysisPhase One Preparation for job analysis1. Step 1 familiarise with the organization and its jobs2. Step 2 Determine uses of job analysis information3. Step 3 use up repres entative jobs to be analysis.Phase 2 Collection of job analysis information4. Step 4 Determine sources of job data ( pitying and nonhuman sources) 5. Step 5 Data collection instrument objective (Job analysis schedules) 6. Step 6 Choice of method for data collection (interview, observation, questionnaire, etc.) 7. Step 7 rise a job descriptions and job specifications.Phases 3 work of Job analysis Information (for other HR management areas)Methods of Collecting Job Analysis InformationCollecting job analysis data unremarkably involves a joint effort by an HR specialist, the incumbent, and the jobholders supervisor.Job analysis techniques can be categorized into 2 groups Qualitative methods and numerical methods.Qualitative methods mainly include1) Interview, including individual interview, group interview, and supervisory interview 2) Questionnaireshaving employees fill out questionnaires to describe the job related information (See Figure 2-4, P. 62-63 of the text) 3) Observation it is serviceable when jobs consist mainly of observable physical activities. 4) Participant diary/log Asking employees to keep a diary/log or a list of what they do during the day.Quantitative methods mainly include1) smirch Analysis Questionnaire (PAQ)Very structured job analysis questionnaireContains 194 items, each of which represents a basic element Provides quantitative job score on five dimensions of job requirements having decision-making, communication, or social responsibilities performing skilled activities existence physical activeoperating vehicles/equipmentprocessing informationResults from PAQ can be employ to compare jobs and help determine appropriate pay level.2) Functional Job Analysis (FJA), a quantitative job analysis method for classifying jobs based on types and amounts of responsibilities for three functions data, people, and things the extent to which instructions, reasoning judgmentverbal/language facilities requiredIt also identifies performance stan dards and training requirements.3) The National Occupational Classification (NOC) See P. 67-68 of the text Complied by the Human Resources Development CanadaAn excellent source of standardized job analysis information, containing comprehensive description of approximately 20,000 occupations. A reference tool for writing job descriptions and job specification Its counseling component vocation Handbook.Classifying system of NOC (See the websitehttp//www.hrsdc.gc.ca/eng/jobs/lmi/noc/index.shtml)Major group place by two digital numbers.Minor group identified by one digital numberUnit group identified by one digital number paper Job DescriptionsA job description needs to tellWhat the jobholder actually does,How he or she does it, andUnder what conditions the job is performedThe 6 Basic Element of Job Description (See example in Figure2-6, P. 66 of the text) 1) Job identificationJob titleDepartmentReport toJob status2) Job summarydescribing the nature of the job, listing solitary(preno minal) its major functions or activities. 3) Duties and responsibilities4) Authority5) Performance standards6) workings conditionsWriting Job SpecificationThe 6 basic element of job specification1) Job identification *2) Job summary * readiness factorsExperience3) Specific skillsEducation level4) Effort factorsPhysical demandsMental demands5) Working conditions *Notes items with a * can be the same and combined with those in job descriptions.Job patternJob Designthe process of systematically organizing work into tasks required to perform a jobJob Design Considerations (also refer to PowerPoint slides)Organizational considerationsErgonomic considerationsEmployee considerations (considering human behavioual aspects) Environmental considerationsIn the history of job design, people ordinarily follow two schools of thinking 1) To simply the jobs. This practice emphasizes the efficiency of production but pays concern in workers well-being 2) To enrich the jobs. This practice emphasizes both efficiency and workers needs and well-beingThe Job Characteristics Model (JCM)To go through this model, we need to understand the basic dimensions andtheir relationship to psychological states and work outcomes See Page 77-78 of the text. The 3 diminutive psychological statesThe basic theory underlying the model is that desirable outcomes both for the person, in terms of indwelling satisfaction and motivation, and for the organization, in terms of high quality performance and low absenteeism and turnover, will result only if the worker can achieve three critical psychological status 1. The work must be experienced as meaningful, worthwhile, or important. 2. The worker must experience that he or she is personally responsible for the work outcome, that is, accountable for the product of his or her efforts. 3. The worker must be able to determine in some regular and reliable way how his or her efforts are coming out, what results are achieved, and whether or not they are sati sfactory.The core job characteristics are then derived by observing what kinds of job characteristics are more or less likely to lead to the desired psychological states.The 5 Core Job Characteristics1) Skill variety using different skill and talents to complete a variety of work activities. 2) toil individualism the degree to which a job requires completion of a whole or identifiable piece of work. 3) Task significance the degree to which the job has a substantial impact on the organization and /or large society. 4) Autonomy the degree to which a job gives employees the freedom, independence, and discretion to schedule their work and determine the procedures to be used to complete the work. 5) Job feedback the degree to which employees can tell how well they are doing based on contain sensory information from the job itself.The Relationship between the above Theories and Management Strategies can be crooked by various job design strategies as listed belowStrategies for en riching jobsBased on the Job Characteristics Model, we can employ the job design strategies of Job rotation arrange employees to rotate to different jobduring a certain period of time. Job enlargement- put more related tasks into a job to make it larger. Job enrichment- let employees have more autonomy and involve in thinking aspects of the jobs. Employee involvement and work teamsUse of job families in HR DecisionsIncreasing job flexibilitycognitively complex, more team-based, more mutualist on social skills and technological competence, time pressured, mobile, and less dependent on geographySelf-study requirementsRead Chapters 2 and 3 of textVisit the website of National Occupational Classification