Job Analysis and Design
Chapter 5
Job Analysis, Job Design and Quality of Work Life
Learning Objectives • Explain what is meant by job analysis and job design. • Understand the uses of job analysis. • Describe the content of a job description and a job specification. • Discuss the collection of job analysis data. • Explain the major methods of job analysis. • Discuss competency profiling. • Understand the major approaches to job design. • Discuss quality of work life, employee participation and industrial democracy.
Chapter Outline
This chapter introduces the concepts of job analysis, job design and quality of work life. The first six sections are devoted to job analysis and examine the collection of data for the purposes of job analysis, the methods of job analysis, problems that might be encountered, and the use of job analysis in relation to other HRM functions. Section seven discusses the issue of job design and the characteristics that should be considered when designing any job. The final section looks at the quality of work life and the use of quality circles to improve employee job satisfaction.
Job analysis
A proper match between work and employee capabilities is now an economic necessity, and organisations that fail to have the right people in the right place at the right time are at risk. Job analysis focuses attention on what employees are expected to do. It can be defined as the process by which jobs are divided to determine what tasks, duties and responsibilities they include, their relationships to other jobs, the conditions under which work is performed, and the personal capabilities required for satisfactory performance. Purpose of job analysis The purpose of job analysis is to determine why jobs exist, what tasks are required within the job, when, where and how the job is performed, under what conditions, and what qualifications are needed to perform the job. Components of job analysis Job analysis provides information about three basic aspects of a job. •
Job Analysis, Job Design and Quality of Work Life
Learning Objectives • Explain what is meant by job analysis and job design. • Understand the uses of job analysis. • Describe the content of a job description and a job specification. • Discuss the collection of job analysis data. • Explain the major methods of job analysis. • Discuss competency profiling. • Understand the major approaches to job design. • Discuss quality of work life, employee participation and industrial democracy.
Chapter Outline
This chapter introduces the concepts of job analysis, job design and quality of work life. The first six sections are devoted to job analysis and examine the collection of data for the purposes of job analysis, the methods of job analysis, problems that might be encountered, and the use of job analysis in relation to other HRM functions. Section seven discusses the issue of job design and the characteristics that should be considered when designing any job. The final section looks at the quality of work life and the use of quality circles to improve employee job satisfaction.
Job analysis
A proper match between work and employee capabilities is now an economic necessity, and organisations that fail to have the right people in the right place at the right time are at risk. Job analysis focuses attention on what employees are expected to do. It can be defined as the process by which jobs are divided to determine what tasks, duties and responsibilities they include, their relationships to other jobs, the conditions under which work is performed, and the personal capabilities required for satisfactory performance. Purpose of job analysis The purpose of job analysis is to determine why jobs exist, what tasks are required within the job, when, where and how the job is performed, under what conditions, and what qualifications are needed to perform the job. Components of job analysis Job analysis provides information about three basic aspects of a job. •