...San Beda College GRADUATE SCHOOL OF BUSINESS 1 BUS 117-C1 HUMAN RESOURCE MANAGEMENT Job Analysis and Job Design Reported by: Josephine dela Cruz Garces Job Analysis and Job Design Clearly, the case above is a manifestation of poor human resource practice. There is an apparent lack of job analysis and job design that could have produced the document and the system that would minimize, if not totally eradicate, cases similar to that mentioned from occurring. Meaning and Nature of Job Analysis Job analysis, as a human resource practice, pertains to “the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization.” (Mondy, 2012). In similar manner, Dr. Roque (2005) defined job analysis as “the process of determining and reporting pertinent information relating to the nature of a specific job” (Roque and Edralin, 2005). As such, job analysis is an activity that sets in detail the tasks necessary in performing one‟s duties in an organization. It so to speak acts as the employees‟ „bible‟ that would set the standards and needed qualifications in successfully performing one‟s functions in the organization. In any organization, this function is the starting point of human resources management. Clearly, other HR functions such as, but not limited to, hiring, performance appraisal, training needs analysis, compensation management, cast dependence on it. This can be manifested in the following paradigm: “That In All Things...
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...universiti utara malaysiaOTHMAN YEOP ABDULLAH GRADUATE SCHOOL OF BUSINESS | BSMH 5013 HUMAN RESOURCE MANAGEMENT | Analysis and Design of Work – A Malaysian Perspective | | Prepared by: | Mukhtar bin Ismail (817258)Prepared for:Prof. Dr. Jasmani bt Mohd Yunus | Table of Contents No table of contents entries found. In the Role of Eric: 1. Summarize your thoughts on the problems at hand; alternate solutions and your strategy on how to proceed at the forthcoming meeting? 2.1 The major problem that at are at hand which the Eric is facing are: a) Dealing with Fred Fred’s assignment to India has exceeded more than the designated period. His initial assignment was supposed to be for 18 months but it has been exceeded for more than 3 years. Once he came back, the position he supposed to fill was given to other engineer. These two scenarios has broken psychological contract. b) Global expansion (Chinese Operation) Tex-Mark Corporation has rising up their global presence. Thus, adding to the number of expatriate destinations. Without a formal policy on expatriate again company could not solve the expatriate issue. c) Cost Cutting request by VP, HR Eric has the idea to make pre-departure training more comprehensive and rigorous preparation in which it will increase the training expenses whiles his VP HR focusing on cost cutting. 2.2 Alternative Solution to Solve The Problems a) Eric should do proper debriefing and counselling against...
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...Study of Job Analysis and Design in Mobile Network Operators of the Telecommunications Industry in Bangladesh Objectives of the Report Objectives of the Repot To determine the job analysis and design techniques used by the mobile phone operators in Bangladesh. To evaluate the effectiveness of each firm’s job analysis and design techniques and cross-examining them to make a comparison To provide possible recommendations on ways to improve each firm’s job analysis and design techniques Research Methodology Research Methodology Primary Sources Questionnaire Secondary Sources Journals Research Papers Internet Limitations Limitations Only one official from each company was interviewed Difficult to contact HR managers due to their work schedules Hesitant to provide information due to their confidential nature Difficult to assess reliability as based mainly on interviews Job Analysis and Design Job Analysis: Importance & Purpose Primary task for setting a baseline for each job Enables HR professionals to effectively manage job-related activities Systematic approach to defining the job role, description, requirements, responsibilities, evaluation, etc. Legal validation of employment decisions Defines duties & tasks Identifies reporting relationships Basis for determining relative worth of jobs Identifies redundancy Job Design Refers to the way that a set of tasks, or an entire job, is organized...
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...Human resource management Human resource management- Importance Recruitment and Training This is one of the major responsibilities of the human resource team. The HR managers come up with plans and strategies for hiring the right kind of people. They design the criteria which is best suited for a specific job description. Their other tasks related to recruitment include formulating the obligations of an employee and the scope of tasks assigned to him or her. Performance Appraisals HRM encourages the people working in an organisation, to work according to their potential and gives them suggestions that can help them to bring about improvement in it. The team communicates with the staff individually from time to time and provides all the necessary information regarding their performances and also defines their respective roles. Maintaining Work Atmosphere This is a vital aspect of HRM because the performance of an individual in an organisation is largely driven by the work atmosphere or work culture that prevails at the workplace. A good working condition is one of the benefits that the employees can expect from an efficient human resource team. Managing Disputes In an organisation, there are several issues on which disputes may arise between the employees and the employers. You can say conflicts are almost inevitable. In such a scenario, it is the human resource department which acts as a consultant and mediator to sort out those issues in an effective manner...
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...“A job analysis is the process of getting detailed information about jobs” (Noe, Hollenbeck, Gerhart, & Wright, 2014). The job analysis breaks down the skills, knowledge and abilities necessary to perform a position. All positions begin with a job analysis, it is the drawing board for what the position requires. When it comes to a Customer Service Representative position a human resources manager must make sure to perform a detail assessment of what are the job duties, what skills are needed, what is the work flow, and how many employees are need for the position. There are many approaches that a human resources manager can take to conduct a job analysis of the customer service representative position. Three approaches that are important in conducting a job analysis are job-oriented, worker-oriented, and skill-oriented. “Job-oriented focuses on the work activities” (University of Oklahoma, 2014). This list the activities that are required for the job which will be listed within the job description. “The job description is a list of the task, duties and responsibilities that a job entails” (Noe, Hollenbeck, Gerhart, & Wright, 2014). The major pro of this approach is that it gives a clear understanding of what the job entails. It tells exactly what the duties of the job are and helps to outline other components of the job including compensation, training, benefits, etc. The major con of this that it only gives what the duties are for a position but it does not tell whether...
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...CHAPTER 6 JOB ANALYSIS AND DESIGN CHAPTER Overview JOB ANALYSIS AND DESIGN IS OFTEN REFERRED TO AS THE CORNERSTONE OF HRM, AND IT HAS BECOME INCREASINGLY IMPORTANT FOR LEGAL QUESTIONS RELATED TO PROMOTION AND DISCRIMINATION. This chapter clarifies the contributions made by job analysis to an organization’s HRM program and specific activities. Furthermore, the careful planning needed and the various techniques of a job analysis program are highlighted. Finally, the importance of job analysis in the design is discussed. CHAPTER LEARNING OBJECTIVES AFTER READING THIS CHAPTER, STUDENTS SHOULD BE ABLE TO… 1. Define the terms job analysis, job description, and job specification. 2. Illustrate the uses that job analysis information can have in an organization’s HRM. 3. Describe four methods used to collect job analysis information. 4. Interpret job codes and information found in the Dictionary of Occupational Titles. 5. List the five core job dimensions used in job enrichment programs. 6. Compare the strengths and weaknesses of the mechanistic and motivational approaches to job design. 7. Describe the ways that job descriptions are changing as the nature of jobs changes. KEY TERMS |AUTONOMY |THE DEGREE TO WHICH THE JOB PROVIDES SUBSTANTIAL FREEDOM, INDEPENDENCE, AND DISCRETION| | |TO THE INDIVIDUAL IN SCHEDULING THE...
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...RESOURCE MANAGEMENT ASSIGNMENT: JOB ANALYSIS SUBMITTED BY: SAAD AHMED SHAIKH SUBMITTED TO: SIR. IMTIAZ ALI JOB ANALYSIS OVERVIEW Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job. Job analysis, which is also called job review or job classification, is a systematic exploration of the tasks, duties, responsibilities and accountabilities of a job. The process of job analysis involves the collection of background information, a selection of representative jobs to be analysed, collection of job analysis information,development of a job description and job specification. The formal and systematic methods of job analysis are functional job analysis, the position analysis questionnaire, and the critical incident technique.Job analysis is useful for preparing job descriptions and job specifications which are the basis for most of the HR activities like recruitment, training, performance appraisal, industrial relations and wage and salary administration. Job design determines the way in which work should be performed which, in turn, affects the degree of authority of an employee over the work; the scope of decision-making by the employee; the number of tasks an employee has to perform; and employee satisfaction. The main objectives of job design are to meet organizational requirements...
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...this assignment is to explain why companies use job specialization approach to job design and to use the Job Characteristics model to describe how specialised jobs can be modified to eliminate the boredom and low job satisfaction associated with them. This essay will define, analyse and put forward methodologies that will aid in remedying the issues related to job specialisation. * Body/Background 1) Define Job Specialisation. Include quotes and provide examples of Job Specialisation. Describe the advantages and disadvantage of Job Specialisation. 2) Define Job Design. Define the aspect related to Job Design. Include quotes. 3) Define Job Characteristics Model. Describe its elements of the Job Characteristics Model. Describe the effect of each element. 4) Describe how jobs can be modified to eliminate boredom and low job satisfaction. Use quotes and define solutions to the problem. Refer to solutions put forward by the journals. * Conclusion In conclusion it can be seen that the essay has met all goal and objectives that was set out for it at the outset. Job Specialisation, Job Design and the Job Characteristics Model have been defined in detail and the advantages and disadvantages along with the various elements of each have been identified and put forth. It has also been shown that through the use of the above mentioned methods the boredom and low job satisfaction associated with Job Specialisation can be remedied thereby meeting all...
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...What is a job analysis? A job analysis figures out what a person does in there line of work. It unveils the Knowledge, Skills and Abilities required to perform their job successfully. Job analysis gives purpose and outcome to the job. It defines the job role in relation to other jobs in the organization. Through job analysis you obtain all necessary job data in the organization. Job analysis is a process of job data collection through one or multiple methods. One method is continuous observation which is done over a given period of time. A trained analyst observes a worker and records what the worker is doing, how they do it and how long it takes. There is also work sampling which is a form of observation. This constitutes of observing randomly over a short period of time. Work sampling is appropriate for more routine and repetitive jobs like an assembly line. Keeping an employee diary is another form of observation. This is when a worker observes their own performance by logging their job duties, how frequent they are performed and how long each duty takes. This method yields a lot of useful information but employees don’t normally like it because they feel it takes time away from their actual job duties. For jobs that are more difficult to define there is the interview method. Interviews can be done individually or in a group usually using a standardized interview form to record the information gathered. Interview methods can be somewhat time consuming but if...
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...theoretical model of relations between job design (eg: completeness, demand of responsibility, demand of cooperation, cognitive demand, and learning opportunities) and the reflexivity and learning process within natural group works in industry. The methodology used in this research are based on the detailed task analyses and questionnaires from 40 work groups at the shop-floor level in manufacturing industry in Sweden. From this research, it is found that in a group work, reflexivity and learning processes is strongly affected by job design and work routines. The four dimensions on job design which are completeness, demand of cooperation, cognitive demand and learning opportunities has positively related with reflexivity and learning process. Job design also correlates with social routines and social routines with work routines. 1.0 INTRODUCTION Sweden is a country where the group forms of working in industry is well established and has a strong tendency to emerge in order to reorganize into conventional line-production. The researchers before concluded that work in partly autonomous groups in industry leads to an increase in productivity but this does not convince managers that the investment in group-work is worthwhile. Learning in groups, and related effects such as innovation and work development requires group processes characterized by reflexivity and learning. 2.0 REVIEW OF LITERATURES 2.1 Effects of Group Work in Industry Job design, interdependence, group composition...
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...Elements of a Job Analysis The elements of a job analysis are as follow : Job analysis is systematic procedure to determine the skill and duties requirements of a job and to specify which kind of person should be recruiting. Job analysis is a process used to collect information about the responsibilities, necessary skill, duties, and outcomes including information about the nature, work environment and conditions of a particular job. One of the definitions of job analysis is “a purposeful, systematic process for collecting information on the important work-related aspects of a job”. Job analysis provide information to organizations in regards of the content of a job, activities involved and job requirements needed which helps to determine which employees are best suitable for specific job. The job analysis information is important to help the organization to hire the right workforce. Job analysis provides a range of information in regard to jobs in organizations. The types of information collected from job analysis are as follow : a. Human behaviours b. Work activities c. Machines, equipment, tools and work aids used d. Performance standards e. Personnel requirements for the job f. Job context The major uses of job analysis information for each phase of the human resource management cycle are as follow : a. Job description b. Job specification c. Job classification d. Job evaluation e. Job design f. Development...
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... Job Description Job description is crucial for managing individuals in organizations. It is necessary for recruitment of new employees whereby their roles, purpose, and expectations. This gives them an easy task to understand the job they are about to apply for and make a final decision of whether or not to apply for it. The position in this case is that of civil engineer. Job analysis, a systematic exploration, and recording, study of the responsibilities, accountabilities, skills, work environment, duties, and the requirements of a particular job. The process also involves determining the visual importance of responsibilities, duties, emotional, and physical skills for a specific job. These factors determine the demands of a job and what employees required productively to perform a job. Job analysis help in determining the job location, job title, duties involved, job summary, the working conditions, and possible hazards. The role of a Civil engineer is to create, protect, and improve the environment. They design, oversee construction, plan, and maintain building facilities and structures for instance roads, bridges, railways, dams, power plants, airports, irrigation projects, water, and sewage systems. They also build and design large structures and tall buildings. Civil engineers also can be consulting engineers. This means that people can go to them for advice on projects and design. They also can be contracting engineers...
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...District managers are directly responsible for hiring training and overseeing these new teams. They are also responsible for the ordering receiving and control of the initial inventory. Starting a new franchise has added responsibilities including job and organizational design, staffing selection and recruiting as well as introducing and implementing a training and performance appraisal model and ensuring it is carried out. Job Design Job design aims to cut down on job dissatisfaction and employee disconnection by reducing the repetitive and mechanical tasks. Companies implement job design to attempt to increase productivity levels, satisfaction and motivation in employees. Job analysis, job description, and job specification are the three standard approaches to job design (Baack, Reilly, & Minnick, 2014). Job Analysis Job analysis is the process that follows position identification and building in an organizational chart. Job analysis is the first step in hiring an employee. The particular tasks and responsibilities of the position are stated in this process. Using the comparison model as one approach to job analysis would outline the current standards in the company that have worked well in the past and the standards set forth by similar organizations that have been...
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...district manager, many responsibilities come with the job. District management is responsible for virtually all the operations in the company with respect to the business goals that have been set out in the company plan. This is especially the case when the district assigned is a group of new area start-ups. District managers are responsible for the allocation of resources, hiring, training and managing teams. The roles of a district manager starting new Dunkin’ Donuts locations are no different yet they include the responsibility for a smooth start. These added responsibilities include job design, organizational design, staffing functions such as recruiting and selection, as well as the implementation of a training and performance appraisal processes. Job Design Job design aims to reduce job dissatisfaction and employee alienation by means of repetitive and mechanistic tasks. Organizations attempt to increase productivity levels, satisfaction and motivation to employees through job design. Job analysis, job description, and job specification are the three standard approaches to job design (Baack, Reilly, & Minnick, 2014). Job Analysis Job Analysis is a process, which is followed right after position identification and position building in an organization chart. It is the first step in the process of hiring a candidate as it outlines the particular task required for each position created. Two approaches to job analysis best suited for our organization would be through...
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...relationships among jobs and groups of jobs. The primary purpose of organization structure is to influence the behaviour of individuals and groups to achieve effective performance.” Gibson, Ivancevich, Donnelly and Konopaske (2009:418). Organisational structure and job design are key determinants of employee job performance and satisfaction. The degree to which the employee fits into the designed job and structure will determine the quality of performance and job satisfaction of that employee. The small life insurance company has a functional organisation structure that is associated with high human cost, boring, insignificant and monotonous jobs. This type of structure has resulted in job dissatisfaction, high turnover and absenteeism. The researchers start the analysis of the case by studying the critical relationship between job performance, job design and organisational design, and contrast the views of Gibson et al. (2009), Colquitt et al. (2008), van Dyk (2005) and Autry (1996) amongst other authors. The analysis reveals that congruency between job design and organisational design ensures desirable job performance by matching the right employees with the right jobs. Quality of work life and job enrichment play a major role in employees’ job satisfaction and this makes them perform at their optimum best. The researchers go on to identify problems that the insurance company and employees face and observe the following: high turnover, absenteeism, repetitive job functions, high...
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