Job Analysis and job design

Job Analysis is the systematic process of collecting information about all of the parameters of a job its basic responsibilities, the behaviors, skills, and the physical and mental requirements of the people who do it.

Job Analyst Divided by 2 Types:

Job Description :It is a written statement about the overall tasks, duties, and responsibilities of a job.

Job Specification : It outlines in detail the specific knowledge, skills, abilities, and other attributes required of the person performing the job

After Job Desc and Spec, Next step is :

• Strategic HR planning
• Recruitment & Selection
• Training & Development
• Performance Management system 
• Safety and Health
• Employee & Labor Relation
• HR Research 
• Equal Employment

Recruitment & Selection

• The basic information and qualifications are contained in job advertisements, whether they are posted on organizational bulletin boards, Internet sites, the help-wanted sections of publications, or employment- agency listings. The information provides a basis for attracting qualified applicants and discouraging unqualified ones
• The information provides a basis for defining which applicants fulfill the requirements and will go for next processes of hiring and placement

Training & Development 

• Any discrepancies between the knowledge, skills, and abilities demonstrated by job-holders and the requirements contained in the descriptions and specifications for their jobs provide clues to the training these job holders need.
• The information can also serve as a guide to help with the career development of employees by indicating the type of training and development they need and what is required for them to advance to different jobs within the organization.

Performance Management System

• Because a job analysis includes information about the requirements of someone per- forming a job, it provides the criteria for evaluating the people who do the work.
• By identifying what constitutes a good performance versus a poor performance, the firm can then take steps to improve the latter.

Reward Management System

• Conducting a job analysis is important because it helps HR managers figure out the relative worth of a position so the compensation for it is fair and equitable.
•  Employees who are not being compensated fairly are often not fully motivated and tend to look for better positions outside the organization.

Safety And Health

• Conducting a job analysis ensures that a job's duties match its job description. Furthermore this job description will define the requirements for safety and health in the company area

Employee & Labor Relation 

• To get a conducive working environment we need to know the characteristics of every job and job family. Different approaches will give different results for different jobs.

HR Research

• Job analysis can be a preliminary information to conduct a Human Resources Research in order to define the best initiative in the company

Equal Employment

• Job analysis will create a different perspective of job, requirements and specifications. This will encourage the Human Resource Management to implement an equal employment opportunity Research in order to define the best initiative in the company

Job Design Techniques : 

1. Job enlargement, is the process of adding a greater variety of tasks to a job

2. job enrichment, is any effort that makes work more rewarding or satisfying by adding more meaningful tasks to an employee's job

3. Job rotation, is a process whereby employees rotate in and out of different jobs