Job Analysis Topic 3

TOPIC THREE
JOB ANALYSIS AND DESIGN

Introduction
• Job analysis has an important informational
value to almost all functions of HRM
• Job design focuses on the art and science of
constructing jobs.
• A job is at the center in any discussion in
HRM.
Concepts
1. Job; an organizational unit which consists of a
group of related tasks
2. Task; a distinct activity of work
• A task is said to be performed whenever human
effort is exerted.
3. Job Analysis; process of collecting, analyzing and
setting out information about jobs.
Concepts
• Job analysis provides the basis for job description

and specification.
• The two tools determine the duties in a job
positions and the characteristics of the people to
occupy the respective position.
The information in job analysis
a) Work activities; actual work activities i.e. how,

why, and when the worker performs each activity.
b) Human behaviors; e.g. sensing, communicating,

deciding, writing and job demands like lifting
weights or walking long distances.
c) Machines, tools, equipment, etc;
• Include; materials processed and services
rendered
d) Performance standards; in terms of quantity or

quality levels for each job duty, for instance).
e) Job context;
• Include; physical conditions, work schedules,
social context,
f) Technical requirements;
• Include; job-related knowledge or skills
(education, training, work experience) and
required personal attributes
Methods of Job Analysis
• Interviews
• Questionnaires
• Observation
• Performing
• Jury of experts
• Examining of previous job descriptions

Job Description & Specification
• Job description; it shows the duties, working

conditions
• Job specification’ it contains the characteristics,
which an individual would need to posses.
Meaning of Job Design
• Job design refers to the way that tasks are
arranged to form complete jobs.
• Defined: A deliberate attempt to structure both
technical and social aspects of the job to attain a
fit between the job holder and the job.
Purpose of Job Design
Two purposes;
i) to satisfy the requirements of the organization
ii) to satisfy the needs of individual for interest,

challenge and accomplishment.
Factors to consider in Job Design
Task features
• Each task in a job need to consist of three internal
features, namely: planning, executing and
controlling.
Work flow
• Tasks need to be logically sequenced and
balanced.
Ergonomics
• Obtaining a match between job and job holder.
Work place practices

• Consider the tradition or collective wishes of
workers.
Job significance
• Need to be significant to others in the
organization and or outside it.
Government policies
• Observe laws, directives and general guidelines
by the government
Social and cultural considerations
• Consider things like, work hours, rest hours,
vacations, religious beliefs etc
Autonomy (freedom on the job)

• Autonomy means the ability for an employee to
take responsibility for what he or she does, plus
how and when he or she does it.
Variety
• Contains a variety in their component tasks which
require application of a variety of skills
Feedback
• Allows the doer to get informed about the
effectiveness of their performance.
Dimensions of Job Design
Job scope
• The number and variety of different tasks
performed by the jobholder.
Job depth
• The freedom of the jobholder to plan and
organize their own work, to work at their own
pace, and move around and communicate freely.
Methods of Job Design
Job Simplification
• Involves reducing the number of tasks in a job so
as to make it simpler and more affordable to the
employee.
Job rotation
• It is the process of moving employees from one
job to another
Job Enlargement
• Job enlargement is the act of adding more tasks to
a job in order to increase its size.
Job Enrichment
• Involves adding more responsibilities, autonomy,
and control to the employee.
Task Combination
• The method combine tasks from different jobs in
order to enable an employee to perform a new
job that is more meaningful.
Condensed Workweek
• Employees increase the number of hours worked
per day, so as to reduce the number of workdays
in the week.
Flexitime
• The method gives employees an
opportunity to choose, within specified
limits, when they start and end their
workday.

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TOPIC THREE

JOB ANALYSIS AND DESIGN

• Job analysis provides the basis for job description

a) Work activities; actual work activities i.e. how,

b) Human behaviors; e.g. sensing, communicating,

d) Performance standards; in terms of quantity or

• Examining of previous job descriptions

• Job description; it shows the duties, working

i) to satisfy the requirements of the organization

ii) to satisfy the needs of individual for interest,

Work place practices

Autonomy (freedom on the job)

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