Job Design, Job Analysis and Job Enrichment

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Job Design, Job Analysis and Job Enrichment

• Human Resource Management - Session 5
• Suhel Khan

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Aims

• By the end of the session students will be able
  to
• Understand the role of job design in
  management   
• Be able to prepare a job description
• Be able to apply this to the industry

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What is Job design?

• Deciding what you want the post holder to do
• Ensuring the job fits with other jobs
• Ensuring the tasks are on similar levels
• Determining the level of pay
• A component of performance management

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What is a Job Description?

• A means to ensure everyone has the same awareness
  of the job and its requirements
• If you dont do it, individuals will tend to
  develop in the way they want too
• Its a description not a prescription
• Recognise the role changes over time
• Review at regular intervals

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Write a Job Description

• List the tasks covered by the job
• Identify line relationships
• Determine what skills are needs
• Ensure that the tasks justify the skills
• Two parts task list and person specification
• Over to you

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How can Job Design Help in the Industry?

• Provide planned development to support the
  business
• Ensures equity using job evaluation
• Allows comparisons
• Allows flexibility and staff deployment
• Manages the process of role development
• Gives everyone the same understanding
• Identifies areas for re-skilling

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Job Enrichment

• Jobs naturally change over time
• Enrichment can mean greater scope or
  responsibility
• Can mean using short term projects to help
  development
• More reward or status recognising greater
  contribution
• Can be a motivator to the post holder and an
  incentive to others

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Multi-Skilling

• We all bring a range of skills to a job
• Some we can use
• Some need to be developed
• Some will be inappropriate
• Over time individuals will need to develop new
  skills
• Having individuals who can perform a range of
  tasks gives you flexibility

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The Reward Package

• So how do you determine reward
• Job evaluation assessing against set criteria
• Using existing jobs as comparitors
• Consider the worth to the organisation
• Pay is only one aspect consider others
• Leave
• Pensions
• Bonuses

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Objectives of Job Analysis

• Job Redesign
• Work Standards
• Recruitment
• Selection
• Training
• Performance appraisal
• Job evaluation
• Safety

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Benefits of Job Analysis

• 1. Organizational Design
• 2. Human Resource Planning
• 3. Recruitment and Selection
• 4. Placement and Orientation
• 5. Training and Development

• 6. Performance Appraisal
• 7. Career Path planning
• 8. Job Design
• 9. Job Evaluation
• 10 Labour Relation
• 11. Employee Counselling
• 12. Health and Safety

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The process of Job Analysis

• 1. Organisational Analysis
• 2. Organising Job Analysis Programme
• 3. Deciding the uses of Job Analysis Information
• 4. Selecting Representative Jobs for analysis

• 5. Understand Job Design
• 6. Collection of Data
• 7. Developing a Job Description
• 8. Preparing a Job Specification

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Techniques of Job Analysis

• 1. Job Performance
• 2. Personal Observation
• 3. Interview
• 4. Questionnaire
• 5. Critical Incidents
• 6. Log Records

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Differentiate between Job Description and Job
Specification

• Job Description is a functional description of
  what the job entails. And define the purpose and
  scope of a job. It is a written record it
  contains title, location, duties,
  responsibilities, working conditions, hazards and
  relationship with other jobs.

• Job specification is a statement of the minimum
  acceptable human qualities required for the
  proper performance of a job.
• It includes physical, mental, social,
  psychological and behavioral characteristics of
  a person

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Job Evaluation

• According to BIM, Job evaluation is the process
  of analysis and assessment of jobs to ascertain
  reliably their relative worth using the
  assessment as the basis for a balanced wage
  structure
• Job evaluation begins with job analysis and ends
  up with the classification of jobs according to
  their worth. A job cannot be evaluated unless and
  until it is analyzed.

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Objectives of Job evaluation

• 1. To Determine equitable wage differentials
  between different jobs in the organization
• 2. To eliminate wage inequities
• 3.To develop a consistent wage policy
• 4. To provide a framework for periodic review and
  revision of wages
• 5. To provide a basis for wage negotiations
• 6. To enable management to gauge and control the
  payroll costs
• 7. To minimize wage descriptions on the basis of
  age, sex, caste, region, religion , creed etc

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Methods of Job Evaluation

• Job Evaluation can be classified in to two
  categories
• 1. Non-quantitative methods
• a. Ranking or Job Comparison
• b. Grading or Job Classification
• 2. Quantitative methods
• a. Point Rating
• B. Factor Comparison

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Summary

• Managing jobs in the organisation involves
  constant review
• Jobs evolve as individuals perform them
• Set up mechanisms to ensure the process is
  managed
• Job design can help steer the organisation
  towards its corporate goals