Important of Job Analysis and Job Design In HRM

 

Job Analysis and Job Design

(Source: psychlearningcurve.org, 2017)

Job analysis and job design, both these topics are relative to each other. One might things that it the same contents. It is through that function of both are to make best connection among employee skills and company needs. These are very important technique in HRM in the manner in which various job tasks are arranged. Job analysis leads to job design and in the sense which the job is to be completed cannot be determined without understanding what is to be done. Job analysis and job design have a major difference in terms of their purpose.

(Amstrong, 2006) “A job is an organizational unit which consists of a group of defined tasks or activities to be carried out or duties to be performed”. 

Job Analysis

Job analysis involves the evaluation and analysis of a job, in terms of the tasks, responsibilities, skills, tools, knowledge and expertise required to fulfill the job requirement successfully. Overall it’s about why the job exist and what the job holder expected to contribute. These factors help determine the demands of the specific job and the skills and abilities that the employee must possess in order to complete the job successfully.

(Armstrong, 2006) “Job analysis produces the following information about a job, why the job exists and, in essence, what the job holder is expected to contribute, to whom the job holder reports and who reports to the job holder”.

Job analysis will help the firm to identify the perfect job for the individual, or the right individual for a specific job and it will also help the HR managers determine what compensation should be paid to the employees, assessing gaps in training. Complete job analysis can result in better policies to fulfill the overall organizational goals.

There are a number of ways in which job analysis can be done. This includes observing the individual at work and collecting job information, obtaining managers fundamental information and concerns about job, conducting interviews (individual and group), questionnaires, and using various logging methods such as procedure Manuals, training manuals, diaries and other records.

Job Design

Job design is the process of which specific works, duties, task and responsibilities are assigned to individuals or groups within a structured frame.

(Amstrong, 2006) “Job design specifies the contents, methods and relationships of jobs in order to satisfy work requirements for productivity, efficiency and quality, meet the personal needs of the job holder and thus increase levels of employee engagement. The process of job design starts with an analysis of the way in which work needs to be organized and what work therefore needs to be done – the tasks that have to be carried out if the purpose of the organization or an organizational unit is to be achieved”. 

For a better job design we have to consider task and goals need to be fulfilled by an individual or a group and their capabilities or skills to do the same. Other aspects of job design include job enlargement, job rotation and job enrichment. Job enlargement is done when the amount and variety of work that needs to be completed is increased. Job rotation will allow workers to change jobs and to become proficient in a number of job roles. Job enrichment is when the employee is given more opportunities for higher achievement and responsibility.

There are a number of components of job design, start with analysis about job scope and organization requirement, various tasks to be performed and responsibilities to be taken on, and job depth, the autonomy, technology and structures. These approaches are using as the basic methods of job design and the employee enjoys in taking ownership and responsibility of their work.

Conclusion

Job design is about creating a job by arranging work tasks to arrive at the maximum efficiency and optimal outcomes, by taking into consideration the goals of the organization and skills and capabilities needed to fulfill those goals. 

Job analysis is an evaluation about requirement to fulfill a job successfully. This  involves the tasks, responsibilities, skills, tools, knowledge and expertise and is oftentimes used as in input when creating the job design. 

The purpose of both job analysis and design is to create the best fit among the company’s needs and individual with the right skills, knowledge, and capabilities to deliver to those needs.

(Source: GreggU, 2019 available in www.youtube.com)

References

Admin;, 2013. diffrencebetween.com. [Online]
Available at: https://www.differencebetween.com/difference-between-job-analysis-and-vs-job-design/
[Accessed 10 August 2021].

Armstrong, Michael;, 2006. A Handbook of Human Resource Managment Practice. 10th ed. London: Kogan Page Limited.

Udoh, U., 2018. Researchgate. [Online]
Available at: https://www.researchgate.net/publication/327825560_Job_Analysis_and_Design
[Accessed 10 August 2021].