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Job and Role Analysis and Design

Job and Role Analysis and Design. Key concepts and terms. Job Job analysis Job description Job design Job enlargement. Job enrichment Job rotation Role Role analysis Role profile. After completion of this topic you should be able to Describe the distinction between jobs and roles

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Job and Role Analysis and Design

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  1. Job and Role Analysis and Design

  2. Key concepts and terms • Job • Job analysis • Job description • Job design • Job enlargement • Job enrichment • Job rotation • Role • Role analysis • Role profile

  3. After completion of this topic you should be able to • Describe the distinction between jobs and roles • Explain job and role methodology • Produce job description and role profile Learning outcomes

  4. Job Analysis Job Description and Job Specification Recruitment and Selection Job Evaluation Compensation Learning and Development

  5. Job Role • an organizational unit • a group of defined tasks to be carried out • duties to be performed • part played by individuals • patterns of behavior • expected in fulfilling work requirements Job and Role

  6. Overall purpose Organisation Content Criteria for the job evaluation Job analysis

  7. Obtain documents which give information about the job • Obtain from managers fundamental information concerning the job • Obtain from job holders similar information about their jobs. Steps in Job Analysis

  8. Methods of collecting job analysis information • Quantitative • Position Analysis • Questionnaire (PAQ) • - Functional Job • Analysis • Qualitative • Interview • Questionnaire • Observation • Diary/logs

  9. Types of job analysis interview Individual (with each employee) Supervisor (with supervisor who knows the job) Group (with group of employee who have the same job)

  10. Job analysis interviews • Cons • distortion of information due to falsification or misunderstanding • ………… • Pros • simple and quick way to collect information; • collect information that might never appear on a written form; • collect occasional and informal information; • provides opportunity to explain • - ………..

  11. Questionnaires Structured (checklists) Unstructured (open-ended) • Pros • quick and effective • for a large number of employees; • less costly than interviews • …………….. • Cons • developing and testing can be expensive and time consuming • ……………..

  12. Direct Observation • Cons • not appropriate for mental activity • ……………….. • Pros • very useful for physical activities • ………………. Participant Diary / Logs • Pros • produces very complete and detailed picture of job • ………………… • Cons • not reliable if completed at the end of the day • ……………

  13. Position Analysis Questionnaire (PAQ) • Department of Labor (DOL) approach • Functional job analysis Quantitative Job Analysis Techniques

  14. Position Analysis Questionnaire (PAQ) • developed by Dr. Ernest J., McCormick (1972) • is a structured job analysis questionnaire containing 194 items (job elements) • Five categories: • 1.Information input • 2. Mental processes • 3. Work output • 4. Relationships with other persons, • 5. Job context

  15. Job Descriptions • Job identification • 2. Job summary • 3. Responsibilities and duties • 4. Authority • 5. Standards of performance • 6. Working conditions • 7. Job specifications

  16. JOB SPECIFICATIONS • Basic contents : • Personal characteristics • Physical characteristics • Mental characteristics • Social and psychological characteristics

  17. Professional standards http://visc.gov.lv/saturs/profizgl/stand_registrs.shtml Profesiju standarti - Izglītības tematiskās jomas – Komerczinības un administrēšana Job description https://www.jobdescription.com

  18. Job enlargement – assigning workers additional same-level activities, thus increasing the number of activities they perform. Job rotation – systematically moving workers from one job to another How to deal with highly repetitive and specialized job?

  19. Job enrichment – redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition. How to deal with highly repetitive and specialized job? (cont.)

  20. De-jobbing - replacing fixed jobs with tasks performed by teams. Factors responsible • External: • Rapid product and technological change; • Global competition; • Political instability; • Demographic changes; • Rise of a service economy • Internal: • Flatter organisations • Work teams • Re-engineering The contemporary trends

  21. Job Analysis Review 1. What items are typically included in the job description? 2. How can you use the information which job analysis provides? 3. What are methods of collecting job analysis data? Describe pros and cons of these methods. 4. What information is found in job specifications? 5. Explain how you would conduct a job analysis. 6. Do you think companies can really do without detailed job descriptions? Why or why not? 7. In a company with only 25 employees, is there less need for job descriptions for the employees of the company? Why or why not?

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