Question

Question 2

What is a job analysis? Describe the significance of the job analysis. [15 marks]

What is a job design? Discuss the different job designs which can be used in an organisation. [25 marks]

Write short notes on the following: a. Job description b. Job specification [10 marks]

Answer 1

Solution –

Job Analysis

It is about gathering the requirements and specific attributes about a job. Job analysis is all about gathering information on skills, issues, activities, responsibilities and skills required to effectively perform for a particular job. The job analysis helps to formulate the job description and specification so as to ensure that the best fit candidate for the job is determined. The methods of job analysis are as follows –

1. Questionnaire Method – This includes task statements in the form of work behaviors to judge the behavior at the job and the necessary skills required
2. Observation Method – This is used by psychologists just by observing the candidate they try to assess the job requirements and specifics
3. Interview Method – This is done through a survey method or feedback method to assess the requirements of a job.
4. Critical Incident Method – This is done ins case of high pressure jobs to ensure how the reaction of the incumbent is required
5. Checklist Method – This is done when the jobs are highly regulated by a procedure code.

Job analysis is done to ensure the following –

1. All job skills required are documented
2. Proper job description and specification is formulated
3. Right fit candidate is defined
4. Ambiguity and subjectivity from the job requirements are minimized
5. Proper compensation for the job can be assessed

Job Design

It is a task performed by the human resource department to ensure that the job are designed in such a way that it meets the technical as well as the human requirements and the satisfaction levels.

The job designs are there to ensure that proper productivity is maintained along with employee satisfaction so that the goals and objectives of the whole organization are met.

The techniques of job design are as follows –

1. Job Rotation – It is all about removing the monotonous aspect of the jobs and also mitigate risks by allowing different people to work on different jobs to ensure that any malfunctions are exposed and also that one person is not stuck in monotony at the professional level
2. Job Enlargement – This is about increasing the scope of the job by allowing for addition of activities to the job apart from the core activities
3. Job Enrichment – This is all about providing autonomy to the employees and increasing their engagement on the professional front
4. Scientific Management – This is the aspect performed by the managers to ensure maximum gains to the employees in the most rational manner so the organizations goals are in sync with the employee gains.
5. Two – Factor Theory – This is about the hygiene and motivational factors. It is all about identifying those factors and ensuring that they are optimally met.

Job Description

It is a statement that describes the job, its scope and responsibilities. A job description identifies the skills and knowledge requirements of the job. It defines the working conditions and the overview of the authority and hazards of the job. The job description also defines the compensation. It defines the performance and training of the employees.

Job Specification

It is a statement which defines the job description in terms of the human qualities and capabilities. It defines the physical, mental, emotional, personal and behavioral traits required to discharge the particular job. It helps defining the best fit and eligibility. It helps defining the future prospects of the employment.