Activity may be distorted JOB DESIGN Whereas Job analysis provides Job related data as well as skills and knowledge expected to discharge the Job, Job design involves conscious efforts to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. Job design is also a continuous activity that redefines jobs to meet the changing needs of an organization or employee. Such planning greatly increases the database developed by the inter-view process, and also makes the candidate feel that, if this 1 . Questionnaires create that larger sample size but do so in a way that is less authentic and, therefore, less impactful. The evaluation of the results can be provided by the supervisor. The analytical approaches of the various authors and groups differ somewhat in organization and procedural logic. For example, job description and job specification-the end products of a job analysis – form the basis for recruitment. For example, a job. It integrates work content (tasks, functions and relationships), the rewards (extrinsic and intrinsic) and the qualification required (skills, knowledge and abilities) for each job in a way that meets the needs of employees and the organization. Variety in Jobs then reduces errors. Job analysis is important for the following reasons: 1. Mr. E.M.M.K Edirisingha 2012/BAD/126 Mr. W. Parasuraman 2012/BAD/168 Mr. P.Arulrajhan 2012/BAD/018 Miss. Although a job analysis can only be done through a series of interviews and questionnaires, the product of the analysis will still be a description or a specification of the job, not of the person. You can even reference LinkedIn to study how people describe their accomplishments in a job. Enlarged Jobs allow for more meaningful feedback and can be motivating if linked to evaluation of organizational rewards. A job analysis is a process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.You need as much data as possible to put together a job description, which is the frequent output result of the job analysis. An example of a job analysis-based form would be one that lists the job's tasks or behaviors and specifies the expected performance level for each. Tasks may be split among / between a team working actively together. Puwanambegai.M 2012/BAD/187 Miss. Scheduling of own work: Deciding when to tackle which assignment is an example for self-scheduling. For example, the job analysts may tour the job site and observe workers performing their jobs. It aims at outlining and organising tasks, duties and responsibilities into a single unit of work for the achievement of certain objectives. We need to simplify tasks and do trainings. job enrichment. Sometimes, we focus too much on the responsibilities that the job entails that we forget to discuss the results we want to achieve from it. It helps in recruitment and selection, job evaluation, job designing, deciding salaries and compensation, benefits packages, performance appraisal, etc. Job design approaches has two dimensions: impact and complexity. Order your assignment! 4. Job design is the process of Work arrangement (or rearrangement) aimed at reducing or overcoming job dissatisfaction and employee alienation arising from repetitive and mechanistic tasks. The most effective technique, therefore, is to collect information directly from the most qualified incumbents using two preferable methods: direct observation and a structured questionnaire. 3. The analyst may then meet with a group of workers or incumbents. Job analysis and design are successfully implemented in Walmart’s human resource management through the company’s organizational structure, which is a hierarchical functional structure. Job rotation is a job design process by which employee roles are rotated in order to promote flexibility and tenure in the working environment. It is, therefore, essential to design the job so as to meet organisational and individual needs. The process of Job analysis helps In the preparation of Job description and job specification. They are, after all, your greatest resources. Biasness of Job Analyst: A balanced and unbiased approach is a necessity while carrying out the process of job analysis. job analysis & design 1. chapter 4 job analysis & design • concept of job analysis • process of job analysis • job analysis methods • job description • job specification • uses of job analysis • issues in job analysis • concept of job design • modern management techniques 2. Meaning of Job Design: For effective selection, it is necessary to have clear understanding of the nature and purpose of the position which is to be filled. Assignment. The observer’s perception usually influences direct observation, and this subjectivity can only have a terrible effect on the results of the analysis. This is a horizontal expansion in a job. Client relationship: An employee who serves a customer directly has an enriched Job. This process involves two sets of information: Job Description; Job Specification; Before going into these two sets let us talk about a few definitions of Job Analysis. Consider conditions of work, holidays, vacations, religious beliefs and cultural differences. Jobs that gives workers authority to make decisions will provide added responsibilities hence increase employees self esteem and recognition. job rotation. Task variety: highly fragmented Jobs requiring limited umber of unchanging responses tend to be extremely monotonous. However, the job analysis process is vital to the growth and success of an organization. Job design is the process of Work arrangement (or rearrangement) aimed at reducing or overcoming job dissatisfaction and employee alienation arising from repetitive and mechanistic tasks. documentation of job-relatedness of the assessment process (for use in the event of a lawsuit). Job Specification - Job specification (job spec) is defined as a statement about qualification and characteristics of employee required to perform the job task in a satisfactory manner. 4. Employee abilities and availability: Efficiency consideration should be balanced against the ability and availability of the people who are to do the work. After all, we can’t expect them to be the expert in everything except in their jobs. Make sure that it is clear and concise. 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