Job Analysis and Job Design Essay

hypothesise psycho epitomeThe procedure for determining the tasks and responsibilities of each a subscriber line, and the homophile attributes (in terms of knowledge, skills, and abilities) compulsory to transact the antic.The out(p)comes of joke epitome will be blood translation (what the contrast entails),Job specifications (what the human requirements are pauperizationed for the rail line).Job analysis is something called the cornerst star(a) of HRM, because the outcomes of blood line analysis (job descriptions and job specifications) are the basis for most of the inter think HRM activities, including recruitment and selection, HR planning, training, performance appraisal, pay and benefits, health and safety, labour relation, and so on (you scum bag think about much areas).The stages and Steps in Job analytic thinkingPhase One Preparation for job analysis1. Step 1 Familiarize with the organization and its jobs2. Step 2 Determine uses of job analysis information 3. Step 3 Select representative jobs to be analysis.Phase 2 Collection of job analysis information4. Step 4 Determine sources of job data (Human and nonhuman sources) 5. Step 5 info collection instrument design (Job analysis schedules) 6. Step 6 pick of method for data collection (interview, observation, questionnaire, etc.) 7. Step 7 Develop a job descriptions and job specifications.Phases 3 design of Job analysis discipline (for other HR management areas)Methods of Collecting Job compendium knowledgeCollecting job analysis data ordinarily involves a junction effort by an HR specialist, the incumbent, and the jobholders supervisor.Job analysis techniques net be categorized into 2 groups Qualitative methods and quantitative methods.Qualitative methods generally include1) Interview, including individual interview, group interview, and supervisory interview 2) Questionnaireshaving employees fill out questionnaires to describe the job related information ( check into Figure 2 -4, P. 62-63 of the text) 3) Observation it is efficacious when jobs consist mainly of observable physical activities. 4) Participant diary/ enter Asking employees to keep a diary/log or a list of what they do during the day.Quantitative methods mainly include1) Position analytic thinking Questionnaire (PAQ)Very structured job analysis questionnaireContains 194 items, each of which represents a elemental element Provides quantitative job score on five dimensions of job requirements having decision-making, communication, or social responsibilities performing skilled activitiesbeing physical progressiveoperating vehicles/equipmentprocessing informationResults from PAQ sight be used to equality 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/la nguage facilities requiredIt also identifies performance standards 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 regularise job analysis information, containing comprehensive description of approximately 20,000 occupations. A savoir-faire tool for writing job descriptions and job specification Its way component Career Handbook.Classifying system of NOC (See the websitehttp//www.hrsdc.gc.ca/eng/jobs/lmi/noc/index.shtml)Major group identified by two digital numbers.Minor group identified by one digital numberUnit group identified by one digital numberWriting 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 titleDepartment spread over toJob status2) J ob summarydescribing the nature of the job, listing barely its major functions or activities. 3) Duties and responsibilities4) Authority5) Performance standards6) Working conditionsWriting Job SpecificationThe 6 basic element of job specification1) Job identification *2) Job summary *Skill factorsExperience3) Specific skills program line level4) Effort factorsPhysical demandsMental demands5) Working conditions *Notes items with a * puke be the same and combined with those in job descriptions.Job send offJob Designthe process of systematically organizing wrench 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 usually follow two schools of thinking 1) To simply the jobs. This practice emphasizes the efficiency of fruit but pays concern in workers well-being 2) To enrich the jobs. This practice emphasizes both(prenominal) efficiency and workers needs and well-beingThe Job Characteristics Model (JCM)To understand this framework, we need to understand the basic dimensions andtheir relationship to mental states and work outcomes See paginate 77-78 of the text. The 3 critical psychological statesThe basic theory underlying the model is that desirable outcomes both for the person, in terms of internal satisfaction and motivation, and for the organization, in terms of high quality performance and low absenteeism and turnover, will outgrowth only if the worker nates 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 answerable 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 satisfactory.The core job characteristics are then derived by observing what kinds of job characteristics are more or less likely to lead to the sought after psychological states.The 5 Core Job Characteristics1) Skill variety victimisation different skill and talents to complete a variety of work activities. 2) proletariat identity the degree to which a job requires completion of a unit of measurement or identifiable piece of work. 3) Task significance the degree to which the job has a substantial impact on the organization and /or bigger 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 direct stunning information from the job itself.The Relationship between the above Theories and Manageme nt Strategies can be reflexed by various job design strategies as listed belowStrategies for enriching 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 cartridge holder. 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 dependent 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