Job Analysis: Design, Hiring, Training & Performance Evaluation

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  • 0:06 What Is a Job Design?
  • 1:00 Benefits of a Job Design
  • 1:27 Different Approaches…
  • 3:02 Issues to Consider for…
  • 3:43 Job Redesign & Advantages
  • 5:30 Lesson Summary
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Lesson Transcript
Instructor: Sudha Aravindan

Sudha has a Doctor of Education degree in math education and is currently working as a Information Technology Specialist.

In this lesson, you will learn about the job design process following job analysis: the benefits, approaches, and issues. You will also learn about the job redesign process and its benefits.

What Is a Job Design?

Joe is the manger of the HR department in his organization. After a consultant completed a recent job analysis for his company, he is currently working on a job design. Joe knows that a job design will help him describe, in detail, a job's responsibilities, scope, and appropriate employee.

Joe realizes that for an accurate job design he would need to:

  • Identify and organize objectives
  • Organize tasks based on objectives
  • Clearly outline the job responsibilities

Joe decides to follow a logical sequence to complete his design process. He identifies the items he needs to complete for the job design as follows:

  • Identify the job's tasks
  • Identify how the tasks are performed
  • Break up the tasks into units and determine what each unit of task includes
  • Determine the sequence in which the tasks need to be performed

Benefits of a Job Design

Joe's company was going through a reorganization process, and he recently learned that a job design for an upcoming vacant position would benefit the company in the following ways:

  • Ensuring there is no overload or under load of work
  • Ensuring that tasks are not repeated unnecessarily across jobs
  • Ensuring that the staff are not isolated, instead promoting integration and collaboration
  • Defining clear working hours
  • Defining clear work processes

Different Approaches to a Job Design

As he is researching the job design process, Joe realizes that he needs to identify and implement approaches depending on the visions and goals of his company. Let's take a look at the three approaches he uses.

The first is the human approach. Joe's company takes prides in focusing on individual employee needs for responsibility, recognition, growth and respect. He thinks that this is a good approach to consider, especially since his company focuses on motivating the individual through growth and achievement. They also promote work-life balance including working conditions, policies, and salary to increase satisfaction at the work place.

The second is the engineering approach. Joe studies the engineering approach even though it isn't ideal for his company. This approach involves the management assigning tasks to the employee in complete detail with deadlines and task descriptions. Since the goal of Joe's company is to give more freedom to the individual, he decides not to pursue this task-based approach.

The third is the job characteristics approach. Joe thinks the job characteristics approach is something to consider for his company, especially since it focuses on rewarding employees for their work to increase job satisfaction. Joe learns that he needs to identify the following five core dimensions of the job:

  • Skill: employees skills have to be utilized
  • Identity of a task: identifying the individual tasks required to complete a job
  • Significance of a task: importance and impact of a job to the employee
  • Employee autonomy: the degree of freedom the employee has
  • Feedback: how feedback can be used to improve job performance

Issues to Consider for a Job Design

As Joe continues with his job design process, he learns there are a few issues he needs to consider. In particular, the following:

  • Telecommuting: does the job allow for telecommuting or a virtual office; the advantages and disadvantages
  • Job sharing: will two or more people share the same job, so when one is out of office the job will continue without interruptions
  • Flexible working options: will giving the employees freedom to work at their own schedule increase employee satisfaction
  • Alternate work patterns: for instance, will allowing the employees to work on a shorter week affect the overall productivity of the company

Joe makes a note to himself to revisit some of these options.

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