Job Design, Analysis & Evaluation
JOB DESIGN, ANALYSIS & EVALUATION
What is a Job?
• A unit in an organisation structure that remains unchanged whoever is in the job • A job consists of a related set of tasks that are carried out by a person to fulfill a purpose • Role – the part people play in carrying out their work
FACTORS AFFECTING JOB DESIGN
• Process of Intrinsic Motivation • Characteristics of Task Structure • Motivating Characteristics of Jobs
JOB DESIGN DEFINED
• “The specification of the contents, methods & relationships of jobs in order to satisfy technological & organisational requirements as well as the social and personal requirements of the job holder.” (Davis, 1996)
AIMS OF JOB DESIGN
• To satisfy the requirements of the organisation for productivity, operational efficiency & quality of product or service • To satisfy the needs of the individual for interest, challenge & accomplishment.
APPROACHES TO JOB DESIGN
• Influence skill variety, provide opportunities for people to do several tasks & combine tasks • Influence task identity, combine tasks & form natural work units • Influence task significance, form natural work units & inform people of the importance of their work • Influence autonomy, give people responsibility for determining their own working systems • Influence feedback, establish good relationships & open feedback channels.
Techniques in Job Design
• • • • • Job Rotation Job Enlargement Job Enrichment Self Managing Teams High Performance Work Design
JOB ANALYSIS
• ‘The procedure for determining the duties & skill requirements of a job & the kind of person who should be hired for it”. (Dessler, 2002) • “…(P)rocess of collecting, analysing & setting out information about the content of jobs in order to provide the basis for a job description & data for recruitment, training, job evaluation & performance management. (Armstrong, 1999)
JOB ANALYSIS
• Produces the following information
– – – – – – – Overall purpose of the job Job
What is a Job?
• A unit in an organisation structure that remains unchanged whoever is in the job • A job consists of a related set of tasks that are carried out by a person to fulfill a purpose • Role – the part people play in carrying out their work
FACTORS AFFECTING JOB DESIGN
• Process of Intrinsic Motivation • Characteristics of Task Structure • Motivating Characteristics of Jobs
JOB DESIGN DEFINED
• “The specification of the contents, methods & relationships of jobs in order to satisfy technological & organisational requirements as well as the social and personal requirements of the job holder.” (Davis, 1996)
AIMS OF JOB DESIGN
• To satisfy the requirements of the organisation for productivity, operational efficiency & quality of product or service • To satisfy the needs of the individual for interest, challenge & accomplishment.
APPROACHES TO JOB DESIGN
• Influence skill variety, provide opportunities for people to do several tasks & combine tasks • Influence task identity, combine tasks & form natural work units • Influence task significance, form natural work units & inform people of the importance of their work • Influence autonomy, give people responsibility for determining their own working systems • Influence feedback, establish good relationships & open feedback channels.
Techniques in Job Design
• • • • • Job Rotation Job Enlargement Job Enrichment Self Managing Teams High Performance Work Design
JOB ANALYSIS
• ‘The procedure for determining the duties & skill requirements of a job & the kind of person who should be hired for it”. (Dessler, 2002) • “…(P)rocess of collecting, analysing & setting out information about the content of jobs in order to provide the basis for a job description & data for recruitment, training, job evaluation & performance management. (Armstrong, 1999)
JOB ANALYSIS
• Produces the following information
– – – – – – – Overall purpose of the job Job