Week 3 Job Analysis And Design PDF

JOB ANALYSIS AND DESIGN Week 3 Learning Objectives 1. Describe the uses of job analysis information for HR Managers. 2. Discuss the various steps in conducting job analysis and methods of job data collection. 3. Describe the contents of a job description and a job specification. 4...

JOB ANALYSIS AND DESIGN Week 3 Learning Objectives 1. Describe the uses of job analysis information for HR Managers. 2. Discuss the various steps in conducting job analysis and methods of job data collection. 3. Describe the contents of a job description and a job specification. 4. Discuss the various approaches to setting performance standards. 5. Define what competencies are and describe competency models. 6. Outline the key considerations in job design. Job Analysis ◦ Systematic study of a job to discover its specifications and skill requirements. ◦ Used for all HR functions: ◦ Wage-setting, recruitment, training, performance management, job redesign Job Analysis Terminology ◦ Job ◦ Group of related activities and duties ◦ May be held by one or several employees ◦ Position ◦ Collection of tasks and responsibilities performed by an individual Example: In a department with one supervisor, three animators, and 12 programmers, there are 16 positions, but only three jobs. HRM Activities That Rely on Job Analysis 1. Careful study of jobs to improve employee productivity levels. 2. Elimination of unnecessary job requirements that can cause discrimination in employment. 3. Creation of job advertisements used to generate a pool of qualified applicants. 4. Matching of job applicants to job requirements. 5. Planning of future human resource requirements. 6. Determination of employee onboarding and training needs. 7. Fair and equitable compensation of employees. 8. Identification of realistic and challenging performance standards. 9. Redesign of jobs to improve performance, morale, and quality of work life. 10. Fair and accurate appraisal of employee performance. Steps in Job Analysis Preparation for Job Phase 1 Analysis Collection of Job Analysis Phase 2 Information Use of Job Analysis Phase 3 Information Phase 1: Preparation ◦ Step 1 ◦ Become familiar with the organization and its jobs ◦ Step 2 ◦ Determine uses of job analysis information ◦ Step 3 ◦ Identify jobs to be analyzed  Phase 2: Collection of Job Analysis Information ◦ Step 4 ◦ Determine sources of job data ◦ Human and nonhuman sources ◦ Step 5 ◦ Identify the data required, which may include: ◦ Job Identification (e.g., job title) ◦ Duties (e.g., the job tasks) ◦ Responsibilities (e.g., equipment operation, supervisory responsibility) ◦ Human Characteristics (e.g., lifting, hearing) ◦ Working Conditions (e.g., exposure to hot or cold) ◦ Performance Standards (e.g., how well the job needs to be performed)  Phase 2: Collection of Job Analysis Information ◦ Step 6: ◦ Choose the method for data collection ◦ Interviews ◦ Focus groups ◦ Questionnaires ◦ Employee logs ◦ Observation ◦ Combinations Phase 3: Use of Job Analysis Information Job Descriptions Job Specifications Job Standards Competency Models  Contents of a Typical Job Description ◦ The key parts of a job description: ◦ Job identity ◦ Job summary ◦ Duties and responsibilities ◦ Working conditions ◦ Approvals  Job Identity Job title, job location, job code National Occupational Classification (NOC) Skill level and skill type Industry and occupational mobility  Job Summary and Duties ◦ Summarizes the job in a few sentences ◦ Indicates what the job is ◦ Indicates how the job is done ◦ Explains what the job requires ◦ Each major duty is described in terms of the actions expected  Working Conditions and Approvals ◦ Working Conditions: ◦ May go beyond descriptions of the physical environment ◦ Hours of work, safety and health hazards, travel requirements, and other features of the job ◦ Approvals: ◦ Reviewed by jobholders and supervisors  Job Specifications A written statement that explains the human knowledge, skills, abilities, and other characteristics (KSAOs) needed to do a job Includes experience, specific tools, actions, education and training required Includes physical and mental demands on jobholders Class Discussion: Why are clear job specifications so important? What are the risks of imprecise specifications?  Job Performance Standards ◦ The performance level expected from an employee ◦ Objectives or targets for employee efforts ◦ Criteria for measuring job success ◦ Sources of standards: ◦ Job analysis information ◦ Alternative sources (e.g. industry standards) Class Activity ◦ Using NOC website, search your current or prospective job! Share what you find about the requirements, description, responsibilities, qualifications necessary, etc.  Competency Models ◦ Competency ◦ Knowledge, skills, ability, or behaviour associated with success on the job ◦ Broader in scope than KSAOs (e.g. communication) ◦ Competency Model (competency framework) ◦ Describes a group of competencies required in a particular job ◦ Competency Matrix ◦ A list of the level of each competency required for several jobs at an organization  Job Design: Key Considerations Schwind 13th Edition, Figure 2- 12  Organizational Considerations ◦ Efficiency ◦ Achieving maximal output with minimal input ◦ Scientific management & industrial engineering principles ◦ Stresses efficiency in effort, time, labour costs, training, and employee learning time ◦ Work flow ◦ Sequence of and balance between jobs in an organization needed to produce the firm’s goods or services  Ergonomic Considerations ◦ Considers the physical relationship between the worker and the work ◦ Fitting the task to the worker rather than forcing employees to adapt to the task ◦ Can lead to significant improvements: ◦ Efficiency and productivity ◦ Workplace safety  Employee Considerations: Job Characteristics Model Schwind 13th Edition, Figure 2- 13 Employee Considerations Having control over one’s work & Autonomy response to work environment Opportunity to use different skills Variety or perform different activities Feeling of responsibility or pride Task Identity from doing an entire piece of work Information that helps evaluate Feedback success or failure Task Knowing that one’s work is Significance important  Job Specialization: Increase Quality of Work Life Job Rotation Job Enlargement Job Enrichment Employee Involvement and Work Teams  Environmental Considerations ◦ Workforce Availability ◦ Abilities and availability of the people who will do the work ◦ Social Expectations ◦ Expectations of larger society and workers ◦ Work Practices ◦ Set ways of performing work Job Analysis in the Gig Economy Adopt a future-oriented style when describing job activities and specifications Focus on new competencies required Will continue to be relevant for legal compliance and defensibility Gig Jobs…What will this mean for Job Analysis ◦ Let’s discuss! 2 Job Analysis and Design Summary 1. Describe the uses of job analysis information for human resource managers. 2. Discuss the various steps in conducting job analysis and methods of job data collection. 3. Describe the contents of a job description and a job specification. 4. Discuss the various approaches to setting performance standards. 5. Define what competencies are and describe competency models. 6. Outline the key considerations in job design.