Job Analysis And Design PDF

Job Analysis and Design Presented by September 2024 Group 2 Content What is job Types of job data What is job design Sources of job data Alternative work schedules Methods of gathering inform...

Job Analysis and Design Presented by September 2024 Group 2 Content What is job Types of job data What is job design Sources of job data Alternative work schedules Methods of gathering information Job analysis Products of job analysis What is job?  What is job? A job entails fulfilling specific A job is a regular activity task or responsibilities within a or occupation that a person designated role or position, often does to earn money. within a structure organization or industry.  Position -A collection of task, duties and Is a group of similar positions responsibilities performed by single person. Task -composed of Duty -is composed of a number motions and a distinct of tasks and is a large work indentifiable work activity. segment performed by an individual. Resposibilities -are obligation to perform certain tasks and duties. Types Of job: TRADES Electrician, Carpenter, Roofer, Draftsperson, Locksmith PROFESSIONS Doctor, Lawyer, Scientist, Dentist Accountant, Pilot, Cosmologist UNSKILLED Farm Laborer, Grocery Clerk, Guard, Maid, Fruit Picker, What is Job Design?  Job Design involves systematic attempts to organize tasks, duties and responsibilities into a unit of work to achieve a certain objective. Organizational Factors Affecting Environmental Job Design Behavioral  Characteristics of Task Work Flow Organizational Factor Ergonomics Work Practices  ironm en tal Env Facto rs Employee Availability & Abilities Socio & Cultural Expectations Feedback Behavioral Factors Autonomy  Alternative Work Schedule -also called flexible work arrangements, an alternative other than the traditional or standard work hours, workdays, and work week.  DOLE LA 4-10 Guide and assist employers and employees in implementing flexible work arrangements. Purpose: Improve business competitiveness and productivity. Provide flexibility in work hours to align with business needs and employees’ work-life balance.  DOLE DA 4-09 Serve as a coping mechanism to avoid employee termination and business closure. Purpose: Allow for voluntary and mutually acceptable conditions between employers and employees. Reduce business costs and help in job preservation while maintaining competitiveness and productivity. Types of flexible work arrangements: Part-Time Full Time Workers Employment FULL-TIME WORKERS PART-TIME EMPLOYMENT -Employees who work fewer -Employees who work a hours than full-time workers, standard number of hours per often less than 30 hours per week, usually around 40 hours. week. Types of flexible work arrangements: Compressed Gliding or flexi-time Flexi-holidays Rotation of workweek schedule schedule workdays  FLEXI-HOLIDAYS SCHEDULE COMPRESSED WORKWEEK -You have the flexibility to choose when to take certain holidays, rather than -Working the same number being required to take them on specific of hours in fewer days. days set by your employer. GLIDING/FLEXI-TIME SCHEDULE ROTATION OF WORKDAYS -You can choose when to start and -Your workdays change regularly. finish your workday within a certain range of hours. Types of flexible work arrangements: Rotation of workers Forced leave Broken-time  FORCED LEAVE ROTATION OF WORKERS Your employer requires you to -Employees take turns take time off, usually when working on different tasks or there’s not enough work for shifts. everyone. BROKEN-TIME -Your work hours are split into two or more parts during the day. Job Analysis What is job analysis? It is a systematic investigation of tasks, duties and responsibilities required in a job, and the necessary skills and knowledge, and abilities someone needs to perform the job well enough. It is a fundamental starting point for HRM because of the basic requirement of efficiency. If an analysis of job is made, individuals are more at ease in performing their jobs if they are informed in advance about the duties, responsibilities, and accountabilities of their individual jobs. Uses of Job Analysis Job Definition Defining a job through a description of duties and responsibilities is very useful to the employee holding the job, as well as a prospective employee and the supervisor. Job Redesign When there is a need to change the current design of jobs, this will be detected in the process of job analysis. Recruitment To be able to hire people who, more or less, will fit the jobs they are to hold (field of specialization/skill) Selection and Placement Selecting the best among the various qualified job applicants is made easier when the requirements of the job are spelled out in clear and precise terms Orientation When the requirements of the job are clearly understood, orienting new employees becomes a matter of procedure. When duties and responsibilities are properly stated, learning is facilitated. Training Information provided in the job analysis is useful in determining what aspects of the job must be included in training. Redesigned jobs may require new skills which the current jobholders may not possess. Career Counseling Knowledge of the various jobs will help employees make better decisions regarding their career. Employee Safety The practices of current jobholders that are deemed unsafe are brought into the open and appropriate measures may be adapted. Performance Appraisal Information gathered through job analysis helps in assuring a fair evaluation of the employee’s performance. Compensation This provides a basis in determining the worth or appropriate wage or salary of a job through identifying a job’s difficulty. Process: Outcomes/Components of Job Analysis Job Description is a written statement of the tasks, duties and responsibilities in a job. It indicates what the jobholder does, how it is done, under what condition it is done, and why it is done. It contains the ff: a. Job title b. Duties to be performed c. Distinguishing characteristics of the job d. Environmental conditions e. Authority and Responsibilities of the jobholder Sample: Job Specification is a statement defining the qualifications of the person needed to do the job. It lists the skills, experience, training and other qualifications the individual needs to perform the job. The ff. are the guide in preparing: a. Physique b. Attainments c. General Intelligence d. Special Aptitudes e. Disposition f. Special Circumstances Sample: Job Evaluation is the systematic determination of the relative worth of jobs within an organization. It is done by using information generated through job analysis. The job evaluation must be performed by an expert or a group. Types of Job Data  What is Job Data? Job data refers to the information collected and analyzed about job openings, labor market trends, and employment statistics.  Types of Job Data 1. Behavioral description - refers to information that captures how employees and job candidates behave in various work-related situations. 2 Aspects of behavioral description: JOB-ORIENTED WORK-ORIENTED primarily focuses on the specific refers to human behaviors; tasks, duties, and mental process; or responsibilities involved in a personal job demand. particular job.  Types of Job Data 2. Ability Requirement - refers to humam abilities that are required to perform a job. 3. Job Characteristics - involves the various attributes and features that define the nature of a job. Methods of Gathering Information  Interview -method of job analysis in which the analyst observers the person performing the job and takes notes to describe the tasks and duties performed. Observation -method that required the job analyst to personally meet and interview the jobholder.  Questionnaire -a pre-designed survey instrument is used under the questionnaire method of gathering information. 2 types of questionnaire: 1. Positions Analysis Questionnaire - this is used in analyzing jobs in terms of employee activities. 2. Management position description questionnaire - used in analyzing jobs of managers  Diary/Logs -record by job incumbent of job duties. Employees record each of their activities (along with the time) in a log. Technical Conference Method -specific job characteristic are obtained from the expert with extensive knowledge from the job Combination Method -”combination of techniques” with information provided by: employees, supervisors, professional analyst and an unobtrusive source such as filmed observation  Sources of Job Data Internal Source External Source  Internal Source Internal Previous Promotions Advertisement Applicants  External Source Advertisements. Information collected Advertisements are from outside agencies is followed by organisations called to fill candidates with the external data. necessary skill sets for vacant positions. Recommendation He was hired through an external source, specifically by the recommendation of an existing employee. Products of Job Analysis  Job Job Job Description Specification Evolution A written explanation A statement of the systematic process used that outlines the by organizations to required qualifications, determine the relative essential responsibilities skills, experience, and value or worth of various and requirements for a education required for a jobs within the job. job. organization. Thank you! Group 2 CABRERA, Justine GRANADOZO, Glayza NARCISO, Eshka TURINGAN, Katherine ENRIQUEZ, Ken Icer