Chapter-6-Job Analysis and Job Design

HRM4023-Resourcing and Talent Management

 • Job is a grouping of tasks,
duties, and responsibilities
that constitutes the total work
assignment for an employee.

What is a • Position describes different

duties and responsibilities
Job? performed by only one
employee.

• Job Family is a group of

individual jobs with similar
characteristics.
 • It is the process of obtaining
What is information about jobs by
determining what the duties,
Job tasks, or activities of jobs are. It
includes:
– Job Description
Analysis? – Job Specification
 Why Job Analysis?
• Effective job analysis has long been considered
to be the essential foundation of any ‘good
practice’ approach to the recruitment and
selection of staff.
• Systematic analysis of the duties that make up
any vacant or newly created job, allows
recruitment and selection to proceed drawing
on objectively gathered information about the
attributes required of the job holder
Stages of good practice recruitment and selection by Taylor (2005)
The Process of
Job Analysis
• Job Description is a statement of the tasks, duties, and
responsibilities (TDRs) of a job to be performed.
– Task: A distinct, identifiable work activity composed of motions
– Duty : A larger work segment composed of several tasks that are
performed by an individual
– Responsibilities : Obligations to perform certain tasks and duties
• Job Specification is a statement of the needed knowledge,
skills, and abilities (KSAs) of the person who is to perform
the job.
– Knowledge- What is known in a particular field through
education and experience (Example- Technology)
– Skills- An ability to solve problems (Example-
Communication Skills)
– Ability- An individual’s capacity to perform the various tasks in
a job (Example- Physical ability and Intellectual ability).
 Contents of a Job Analysis

• Job description: • Job specification:

• Job title, Location, Department. • Educational qualifications

• Job summary • Experience

• Training
• Duties, Responsibilities
• Personality
• Salary levels
• Physical skills
• Relation with the supervisors,
peers and subordinates. • Communication skills
• Machine tools to be used
• Emotional characteristics
• Working conditions,
• Sensory demands such as vision,
• Health hazards smell and hearing etc..

8
 An Example of a job description for a Senior HR Manager:

• Job Title: Senior Manager Human Resources

• Location : Jeddah, Saudi Arabia
• Reports to : Vice President(HR)
• Immediate subordinates: 2 HR Executives
•  
• Summary of job: Planning and implementation of HR
functions such as employment, HRD
and salary administration .
• Duties and Responsibilities:
• Developing a HR strategy for an organization
• Monitor and Control the HR Department activities
• Weekly reporting to the management on HR functions of the company
• Planning and implementation of HR functions: employment, human
resources development, compensation and benefits management and
industrial Relations.

• Salary level : 20000-25000 SR

 An Example of a job specification for Senior HR Manager:

• Educational qualification : Masters in Human

Resources Management
• Experience : Minimum 10 years in the area of HR at a
senior level
• Communication skills : Highly proficient in Arabic &
English languages
• Computer Skills : Microsoft Office and HR Information
System
• Nationality : Saudi nationals
• Gender: Preferably Female
• Personal Abilities to work in a high pressure situations,
good people management and leadership skills.
Sample Job Description and Specifications
 Relationship of Job Analysis
to other HRM Functions
Job
JobAnalysis
Analysis(Job
(JobRequirements)
Requirements)

Recruitment
Recruitment Determine
Determinerecruitment
recruitmentqualifications
qualifications

Provide
Providejob
jobduties
dutiesand
andjob
job
Selection
Selection specifications for selection process
specifications for selection process

Performance
Performance Provide
Provideperformance
performancecriteria
criteriafor
for
Appraisal evaluating employees
evaluating employees
Appraisal

Training
Trainingand
and Determine
Determinetraining
trainingneeds
needsand
anddevelop
develop
Development instructional programs
instructional programs
Development

Compensation
Compensation Provide
Providebasis
basisfor
fordetermining
determining
Management employee’s
employee’s rateof
rate ofpay
pay
Management
 Case Study- Job Description at Red Lobster (Phillip – Gully 2009)
• Red Lobster operates over 670 casual-dining seafood restaurants in the US and Canada,
employing more than 63,000 people. When Red Lobster developed a new business
strategy to focus on value and improve its image, it established a new vision, mission,
and goals for the company. The restaurant chain simplified its menu with the highest-
quality seafood it could offer at mid-range prices, traded its restaurants’ tropical themes
for a crisp, clean look with white-shirt-and-black-pants uniforms for its employees, and
added Northeastern coastal imagery to its menu and Web-site. Executing the new
mission and differentiation strategy required hiring fun, hospitality-minded people who
shared its values. Although Red Lobster had not had any problem with hiring restaurant
managers, the company felt that the managers it hired did not always reflect Red
Lobster’s strategy, vision and values. The company also realized that their old job
descriptions did not reflect the passion its new strategy needed from its employees.

• Red Lobster ask your opinion of what it should do in writing its job descriptions to
improve the fit between its new management hires and its new business strategy
 Job Analysis Methods
Job
Job Analysis
Analysis
Methods
Methods

Specialized
Specialized
Observation Job
JobAnalysis
Analysis
Observation
Methods
Methods Computerized
Computerized
Interviewing
Interviewing Questionnaires
Questionnaires
Work
WorkSampling
Sampling Job
JobAnalysis
Analysis
Diary/Log
Diary/Log PAQ
PAQ
MPDQ
MPDQ
Job Design Video
https://www.youtube.com/watch?v=Z-WwFeh
PEEo
 Job Design
• Job design is a process of determining job roles and what a job
comprises, and how it relates to other relevant jobs and the
organization's structure. It includes deciding on the duties and
responsibilities of the job holder.
• The main purpose of job design – or redesign – is to optimize
work processes, ensure the right value is created and improve
productivity. It does this in various ways, including clarifying
roles, systems and procedures; reducing repetitive elements
within and between jobs; and optimizing the scope of workers’
responsibility, which can be increased through techniques such
as job enlargement, job enrichment and job rotation.
 Outcome of job design
• Job quality or ‘good work’ is an important outcome of effective job
design. Good work as work that:
• is fairly rewarded
• gives people the means to securely make a living
• gives opportunities to develop skills and a career and ideally gives a
sense of fulfilment
• provides a supportive environment with constructive relationships
• allows for work–life balance
• is physically and mentally healthy
• gives employees the voice and choice they need to shape their
working lives.
• should be accessible to all.
 Developing Jobs for Individuals and Teams
• Job Design is all about organizing tasks, duties, and
responsibilities into a productive unit of work.

Job
JobDesign
Design

Job
Job Job
Job Physical
Physicaland
and
Performance
Performance Satisfaction
Satisfaction Mental
MentalHealth
Health
 Job Design Types
• Job Enlargement is broadening the scope of a
job by expanding the number of different tasks
to be performed.
• Job Enrichment is increasing the depth of a job
by adding more responsibilities. Jobs are made
challenging and meaningful by increasing
responsibility, autonomy and growth
opportunities. It is also known as “vertical
loading” of job
• Job Rotation is the process of shifting a person
from job to job.
 Job Sculpting

It is a process of designing the new or old jobs based on

the interests, ambitions and the talents of employees
rather than expecting that the employees fit themselves
into jobs designed by the organizations.
 Competencies and Competency Framework

• Competency is a special skill or characteristic of a

person that will help the individual to achieve
effective and superior performance in a job. Also
called talent.
• Competency Framework is same like person
specification or job specification, however, the
competency framework is developed specifically for
the organization rather than a specific job.
 The most sought competencies in
UAE and International Labor Market
• https://www.weforum.org/agenda/2016/09/job-in-202
5-skills-sectors-to-focus-on/
• https://government.ae/en/information-and-services/jo
bs/future-skills
 Summary
• Job is a grouping of tasks, duties, and responsibilities
that constitutes the total work assignment for an
employee.
• It is the process of obtaining information about jobs by
determining what the duties, tasks, or activities of jobs
are. It includes Job Description and Job Specification.
• Job Description is a statement of the tasks, duties, and
responsibilities (TDRs) of a job.
• Job Specification is a statement of the needed
knowledge, skills, and abilities (KSAs) of the person
who is to perform the job.
 Learning Review
• Discuss the various methods by which job
analysis can be completed. Compare and
contrast these methods, noting the pros or
cons of each.
 Class Activities
• Working with a group of 3 or 4 students,
collect at least five different job descriptions
form the organizations in your area. Compare
the job descriptions, highlighting similarities
and differences.
• Assume you are general manager (customer
relations) of a large retail store in Jeddah. How
might formally written job descriptions help
you to manage your work unit.
 Activities for Portfolio of Evidence
• Explain how you would conduct a job analysis
in a company that has never had job
descriptions. Utilize the O*Net as a resource
for your information (
http://www.onetonline.org/)
Hackman and Oldham (1980) developed the‘job
characteristics model’, by which job satisfaction occurs when
five‘core job characteristics’are present:
• skill variety
• task identity
• task significance
• autonomy
• job feedback.
The presence of these characteristics will not guarantee high
performance – employees must also possess the knowledge
and skills required; be psychologically in a position to
appreciate the opportunities provided; and be satisfied with
the work context.