JOB ANALYSIS AND WORK JOB ANALYSIS AND WORK DESIGNDESIGN
Presentation By:Waqar Ul AbideenSyed Asif Moiz Abdullah Sohail
ToSir Khan Kashif AijazCourse ID 53970
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HRM Presentation
Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
OUTLINE
Job Analysis Introduction Importance Steps Tools and Techniques
Job Description Job Specification Organization Chart Job Design
Workflow Analysis Redesign
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Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
The process of determining the duties and skill requisite for a job and suitable person to be hired for it.
Information Job Analysis activity categorized as follows: Work activities Human behaviours Working aids required Requisite standards Job package Workforce required
JOB ANALYSIS – Introduction
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Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
JOB ANALYSIS – Uses
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Helps in recruitment and selection decisions
Provides basis to set performance standards
Helps evaluating each individual’s work performance
Discovers the undiscovered duties
Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
JOB ANALYSIS – Steps Involved
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Define purpose of analysisStep – 1
Study Organizational Chart and Process Chart
Step – 2
Select sample and representativesStep – 3
Perform analysis using appropriate toolStep – 4
Verify analysis from co-workers, peers and juniors
Step – 5
Draft Job Description and Job SpecificationStep – 6
Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
JOB ANALYSIS – Tools & Techniques
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Simple, Quick, unveil information but not memorable
Interview
Authentic, long lasting, limited, susceptible to illusion
Questionnaire
Comprehensive, more reliable, tediousObservation
Figures rather than opinions, need a qualified analyst
Quantitative Analysis
Comprehensive, reduce workload, more tedious
Participant Log
Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
JOB DESCRIPTION – Introduction
A written document that identifies, describes, and defines a job in terms of its duties, responsibilities, working conditions, and specifications
It is an out come of Job Analysis activity
Prepared with collaboration of head of department and line manager
No universal format
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Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
JOB DESCRIPTION – Major Sections
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Title, Department, Supervisor, Date…Job Identification
Nature, Major activities, Cop-out clause…Job Summery
Details of jobs and span of controlResponsibilities
Legitimate powers to get work doneAuthorities
Minimum acceptable performanceStandards
Qualification, skills, personality traitsJob Specification
Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
JOB SPECIFICATION – Introduction
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Focus on qualifications, skills, personality traits, and experience are requisite for employee to perform job successfully.
No universal standard format
The next step from Job Description
Influential factors are; skill level of employees (skilled, trained or professional), statistical analysis and professional judgements.
Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
ORGANIZATIONAL CHART – Introduction
Formal hierarchy/reporting line/relationship amidst different jobs within an organization.
Snapshot of Organizational Structure is called “Organizational Chart”.
Depending upon nature and formation of an organization, there can be three types of organizations; Flat Bureaucratic Boundary less
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Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
ORGANIZATIONAL CHART – Flat Organization
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Small in size
Partnership/Proprietorship concerns or association of persons
Decentralized management approach
Few levels and multi-directional communication
Broadly defined jobs, with general job descriptions
Emphasis on teams work and customer service
Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
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Managing Partner/Owner
Manager/Partner Manager/Partner Manager/Partner
Associate Associate Associate Associate Associate Associate
ORGANIZATIONAL CHART – Flat Organization
Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
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Top-down management approach
Well defined hierarchical communication channels and career paths
Highly specialized jobs with narrowly defined job descriptions
Focus on independent performance
Generally large companies and organized companies
ORGANIZATIONAL CHART – Bureaucratic Organization
Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
1414ORGANIZATIONAL CHART – Bureaucratic Organization
CEO/Corporate Leader
GM/Departmental Head
Assistant/Junior Officer
Executive/Senior Officer
Line Manager
RGM/Regional Head
Corporate Foundation
Clerk/Labour/Helper
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Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
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An alliance of different companies pool their resources to achieve collective objectives
Joint ventures with customers, suppliers, and/or competitors
Emphasis on teams whose members may cross organizational boundaries`
ORGANIZATIONAL CHART – Boundary less Organization
Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
16ORGANIZATIONAL CHART – Boundary less Organization
Organization – 1
Organization – 2 Organization – 3
Resources
ResourcesResourcesSharing
Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
17JOB DESIGNING– Introduction
The process of defining how work will be performed and what tasks will be required in a given job.
Aimed at producing the following attributes in a job Efficiency Motivation Mental Capacity Safety
Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
18JOB DESIGNING– Introduction
Efficiency Motivation
JOB Safety Mental capacity
Efficiency- Proper guideline- Clear authorities- Clear responsibilities- Proper supervision- Training & Development
Mental capacity- Flexible timing- Mandatory annual leave- Work load management
Safety- Appropriate gadgets- Safety equipments- Proper training- Rescue arrangements
Motivation- Cash reward- Non-cash rewards- Work environment- Career growth- Job Security
Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
19JOB DESIGNING– Approaches
Job Specification:Job Specification: Involves using standardized work procedures and having employees perform repetitive, precisely defined and simplified tasks.
Job Enrichment:Job Enrichment: Involves making basic changes in job content and level of responsibility.
Job Enlargement:Job Enlargement: Seeks to horizontally load a job by adding to the variety of tasks to be performed.
Cross–functional Team:Cross–functional Team: Seeks teams of individuals having skills of different functional areas, to complete a project better.
Autonomous Team:Autonomous Team: Represent job enrichment at the group level. The employer sets up self-managed work teams who are responsible for accomplishing defined performance objectives.
Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
JOB REDESIGNING– Introduction
Changing / restructuring the elements of a job making it more motivating for the performer.
Enhancing motivational potential of a job by altering core job dimensions.
Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
JOB REDESIGNING WHEN MIGHT REDESIGN WORK?
When new units are established No past history to deal with. New facilities to workers.
When the system become un-stable. Technological Change. Change in Senior management. New product or service introduced. Legislative or regulatory changes. Fluctuations in the economy or environment.
When the immediate Manager wants it. Local changes (Within the Department)MICRO REDESIGN
Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
WORKFLOW ANALYSIS– Introduction
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Study of the way work moves through an organization.
The process of examining how work creates or adds value to the ongoing processes in a business.
The analysis also involves evaluating the process and improving it for efficiency and effectiveness.
Presentation By: Omar Mustafa Ansari – Partner – Ford Rhodes Sidat Hyder & Co.
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InputsInputsavailableavailable
InputsInputsavailableavailable
Activities,Activities,Tasks Tasks
& & JobsJobs
Activities,Activities,Tasks Tasks
& & JobsJobs
OutputsOutputsrequiredrequired
OutputsOutputsrequiredrequired
WORKFLOW ANALYSIS