Job Design, Job Analysis Job Design, Job Analysis and Job Enrichmentand Job Enrichment

Human Resource Human Resource Management - Management - Session Session 55

Suhel KhanSuhel Khan

AimsAims

By the end of the session students will By the end of the session students will be able to:be able to:

1.1. Understand the role of job design in Understand the role of job design in managementmanagement      

2.2. Be able to prepare a job descriptionBe able to prepare a job description

3.3. Be able to apply this to the industryBe able to apply this to the industry

What is Job design?What is Job design?

Deciding what you want the post Deciding what you want the post holder to doholder to do

Ensuring the job fits with other jobsEnsuring the job fits with other jobsEnsuring the tasks are on similar Ensuring the tasks are on similar

levelslevelsDetermining the level of payDetermining the level of payA component of performance A component of performance

managementmanagement

What is a Job Description?What is a Job Description?

A means to ensure everyone has the A means to ensure everyone has the same awareness of the job and its same awareness of the job and its requirementsrequirements

If you don’t do it, individuals will tend If you don’t do it, individuals will tend to develop in the way they want tooto develop in the way they want too

It’s a description not a prescriptionIt’s a description not a prescriptionRecognise the role changes over timeRecognise the role changes over timeReview at regular intervalsReview at regular intervals

Write a Job DescriptionWrite a Job Description

List the tasks covered by the jobList the tasks covered by the job Identify line relationshipsIdentify line relationshipsDetermine what skills are needsDetermine what skills are needsEnsure that the tasks justify the skills Ensure that the tasks justify the skills Two parts task list and person Two parts task list and person

specificationspecificationOver to youOver to you

How can Job Design Help in How can Job Design Help in the Industry?the Industry?

Provide planned development to support Provide planned development to support the business the business

Ensures equity using job evaluationEnsures equity using job evaluationAllows comparisonsAllows comparisonsAllows flexibility and staff deploymentAllows flexibility and staff deploymentManages the process of role Manages the process of role

developmentdevelopmentGives everyone the same understanding Gives everyone the same understanding Identifies areas for re-skillingIdentifies areas for re-skilling

Job EnrichmentJob Enrichment

Jobs naturally change over timeJobs naturally change over timeEnrichment can mean greater scope Enrichment can mean greater scope

or responsibility or responsibility Can mean using short term projects Can mean using short term projects

to help developmentto help developmentMore reward or status recognising More reward or status recognising

greater contributiongreater contributionCan be a motivator to the post holder Can be a motivator to the post holder

and an incentive to othersand an incentive to others

Multi-SkillingMulti-Skilling

We all bring a range of skills to a jobWe all bring a range of skills to a jobSome we can useSome we can useSome need to be developedSome need to be developedSome will be inappropriateSome will be inappropriate

Over time individuals will need to Over time individuals will need to develop new skillsdevelop new skills

Having individuals who can perform Having individuals who can perform a range of tasks gives you flexibilitya range of tasks gives you flexibility

The Reward PackageThe Reward Package

So how do you determine rewardSo how do you determine rewardJob evaluation assessing against set Job evaluation assessing against set

criteriacriteriaUsing existing jobs as comparitorsUsing existing jobs as comparitorsConsider the worth to the organisationConsider the worth to the organisationPay is only one aspect consider othersPay is only one aspect consider others

LeaveLeavePensionsPensionsBonusesBonuses

Objectives of Job AnalysisObjectives of Job Analysis Job RedesignJob Redesign Work StandardsWork Standards RecruitmentRecruitment SelectionSelection TrainingTraining Performance appraisal Performance appraisal Job evaluationJob evaluation Safety Safety

Benefits of Job AnalysisBenefits of Job Analysis

1. Organizational 1. Organizational DesignDesign

2. Human Resource 2. Human Resource PlanningPlanning

3. Recruitment and 3. Recruitment and SelectionSelection

4. Placement and 4. Placement and OrientationOrientation

5. Training and 5. Training and DevelopmentDevelopment

6. Performance 6. Performance AppraisalAppraisal

7. Career Path 7. Career Path planningplanning

8. Job Design8. Job Design9. Job Evaluation9. Job Evaluation10 Labour Relation10 Labour Relation11. Employee 11. Employee

CounsellingCounselling12. Health and 12. Health and

SafetySafety

The process of Job AnalysisThe process of Job Analysis 1. Organisational 1. Organisational

AnalysisAnalysis 2. Organising Job 2. Organising Job

Analysis ProgrammeAnalysis Programme 3. Deciding the uses 3. Deciding the uses

of Job Analysis of Job Analysis InformationInformation

4. Selecting 4. Selecting Representative Jobs Representative Jobs for analysisfor analysis

5. Understand Job 5. Understand Job DesignDesign

6. Collection of 6. Collection of DataData

7. Developing a Job 7. Developing a Job DescriptionDescription

8. Preparing a Job 8. Preparing a Job Specification Specification

Techniques of Job AnalysisTechniques of Job Analysis

1. Job Performance1. Job Performance2. Personal Observation2. Personal Observation3. Interview3. Interview4. Questionnaire4. Questionnaire5. Critical Incidents5. Critical Incidents6. Log Records6. Log Records

Differentiate between Job Description Differentiate between Job Description

and Job Specificationand Job Specification Job Description is a Job Description is a

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

Job specification is a Job specification is a statement of the statement of the minimum acceptable minimum acceptable human qualities human qualities required for the proper required for the proper performance of a job. performance of a job.

It includes physical, It includes physical, mental, social, mental, social, psychological and psychological and behavioral behavioral characteristics of a characteristics of a personperson

Job EvaluationJob EvaluationAccording to BIM, Job evaluation is “the According to BIM, Job evaluation is “the

process of analysis and assessment of process of analysis and assessment of jobs to ascertain reliably their relative jobs to ascertain reliably their relative worth using the assessment as the basis worth using the assessment as the basis for a balanced wage structure” for a balanced wage structure”

Job evaluation begins with job analysis Job evaluation begins with job analysis and ends up with the classification of jobs and ends up with the classification of jobs according to their worth. A job cannot be according to their worth. A job cannot be evaluated unless and until it is analyzed.evaluated unless and until it is analyzed.

Objectives of Job evaluationObjectives of Job evaluation1. To Determine equitable wage differentials 1. To Determine equitable wage differentials

between different jobs in the organizationbetween different jobs in the organization2. To eliminate wage inequities2. To eliminate wage inequities3.To develop a consistent wage policy3.To develop a consistent wage policy4. To provide a framework for periodic review 4. To provide a framework for periodic review

and revision of wagesand revision of wages5. To provide a basis for wage negotiations5. To provide a basis for wage negotiations6. To enable management to gauge and control 6. To enable management to gauge and control

the payroll coststhe payroll costs7. To minimize wage descriptions on the basis of 7. To minimize wage descriptions on the basis of

age, sex, caste, region, religion , creed etc age, sex, caste, region, religion , creed etc

Methods of Job EvaluationMethods of Job Evaluation

Job Evaluation can be classified in to Job Evaluation can be classified in to two categoriestwo categories

1. Non-quantitative methods:1. Non-quantitative methods:a. Ranking or Job Comparisona. Ranking or Job Comparisonb. Grading or Job Classification b. Grading or Job Classification

2. Quantitative methods:2. Quantitative methods:a. Point Ratinga. Point RatingB. Factor Comparison B. Factor Comparison

SummarySummary

Managing jobs in the organisation Managing jobs in the organisation involves constant reviewinvolves constant review

Jobs evolve as individuals perform Jobs evolve as individuals perform themthem

Set up mechanisms to ensure the Set up mechanisms to ensure the process is managedprocess is managed

Job design can help steer the Job design can help steer the organisation towards its corporate organisation towards its corporate goalsgoals