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10 views

Job Analysis..

Uploaded by

info.ventguardducts
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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MANAGING WORK AND

CONDUCTING JOB ANALYSIS

1
WORK is effort directed towards producing or accomplishing results.
WORKFLOW ANALYSIS
A study of the way work (inputs, activities, and output) moves through an organization.
It begins with study of desired and actual outputs (goods and services)
Then the activities (jobs and tasks) are evaluated to see whether they can achieve desired outputs
Lastly inputs are assessed that whether they can make outputs and activities efficient
It can be viewed from three perspectives.
• Organization perspective
• Teams or group perspective
• Individual perspective

2
•ORGANZIATION PERSPECTIVE
It is based on organizational structure and strategy it follows.
Organization after scanning the environment develops its strategy
The business strategy selected by management determines the structure most appropriate to the
organization
ORGANIZATIONAL STRUCTURE
Organizational structure refers to the formal or informal relationships between people in an
organization. There are three types of organizational structure
• Bureaucratic organizational structure
• Flat organizational structure
• Boundary less organizational structure

3
BUREAUCRATIC STRUCTURE
Companies that adopt a defender business strategy are likely to choose the bureaucratic organizational
structure.
• Top-down management approach
• Many levels of management
• Hierarchical career paths within one function
• Highly specialized jobs
• Narrowly specified job descriptions
• Rigid boundaries between jobs and units
• Employees or individuals working independently

4
FLAT ORGANZIATIONAL STRUCTURE
A company that selects the prospector business strategy is likely to choose the flat organizational structure
Decentralized management approach
• Few levels of management
• Horizontal career paths that cross functions
• Broadly defined jobs
• General job descriptions
• Flexible boundaries between jobs and units
• Emphasis on teams
• Strong focus on the customer
BOUNDARYLESS ORGANIZATION
A boundary less organizational structure enables an organization to form relationships with customers,
suppliers, and/or competitors, to encourage cooperation in an uncertain environment. Best for
prospector strategy.

Joint ventures with customers, suppliers, and


competitors
• Emphasis on teams whose members may cross
organizational boundaries
• Shares many characteristics of flat organizational structure
TEAM
“A team is defined as a group of people who perform interdependent tasks to work toward accomplishing
a common mission or specific objective”
TYPES OF TEAM
Self-managed teams
Self-managed teams (SMTs) are responsible for producing an entire product, a component, or an ongoing
service.
They are granted the responsibility of planning scheduling, organizing, directing, controlling and evaluating
their own work process.
Special purpose teams
A team or task force consisting of workers who span functional or organizational boundaries and whose
purpose is to examine complex issues
Problem-solving teams
• Are assembled temporarily.
• Such team aims to resolve the issue at hand and bring the company out of the crisis.
• The team consists of leaders and team members from different departments
Virtual teams
A team that relies on interactive technology to work together when separated by physical distance.
These teams often consist of members from different geographical regions.
INDIVIDUAL PERSPECTIVE
Individual responses to jobs vary because a job maybe motivating to one person but not to others.
•Types of Teams:
• Self-managed Teams: Handle entire processes or services.
• Special Purpose Teams: Cross-functional groups addressing complex issues.
• Problem-solving Teams: Temporary, resolve specific crises.
• Virtual Teams: Operate remotely across different regions.
•Job Design: Organizing tasks to form a productive work unit, aiming to enhance
motivation, performance, and satisfaction.
• Approaches:
• Job Simplification: Breaking complex tasks into simpler
parts.
• Job Rotation: Moving employees among several
different positions.
• Job Enlargement: Adding more tasks to a job.
• Job Enrichment: Increasing job depth with more
motivating factors.
JOB ANALYSIS

“The systematic process of collecting information used to make decisions about jobs.”
It tells about duties and human requirements of the job.

JOB ANALYSIS METHODS


• Interviews
• Observation
• Diaries/log
• Questionnaire
• Internet based data collection
USE OF JOB ANALYSIS
• Recruitment
• Selection
• Performance Appraisal
• Compensation
• Training And Development

PRODUCTS OF JOB ANALYSIS


• Job description
• Job specification
•Job Description: Document describing job duties, responsibilities, working conditions, and
specifications.
• Elements:
• Job Identification: Job title, location.
• Job Summary: Overview of responsibilities.
• Job Duties and Responsibilities: Detailed tasks and their
purpose.
•Job Specification: Details the knowledge, skills, and abilities required for the job. Specifies
minimum qualifications needed.

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