Weekly Seminar Presentation

Aligarh Muslim University

By- Mohd Sameer Khan Chairperson- Under the Supervision of-
Prof. Naseem Ahmad Khan Dr. Mohd Arif Khan
Assistant Professor
Topic: Job Analysis and Job
Design; Job Evaluation
 What is a Job?
• A job may be defined as a “collection
or aggregation of tasks, duties and
responsibilities which as a whole, are
regarded as a regular assignment to
individual employees”.
• In other words, when the total work
to be done is divided and grouped
into packages, we call it a “Job”.
Job Analysis
Definitions of Job Analysis
• According to Edwin Flippo:
“Job analysis is the process of studying
and collecting information relating to the
operations and responsibility of a specific
job”.
• It is a systematic analysis of each job for
the purpose of collecting information as
to what the job holder does, under what
circumstances it is performed and what
qualifications are required for doing the
job.
Uses of Job Analysis
1. Human resource planning
2. Recruitment
3. Selection of personnel
4. Training and development
5. Organization audit
6. Job evaluation
7. Job design
8. Performance appraisal
9. Career planning
10. Safety and health
Techniques of Job Analysis
Data
1. Personal observation
2. Sending out questionnaires
3. Maintenance of log records
4. Conducting personal interviews
 Components of
Job Analysis

Job Description Job Specification

Job Description
• According to Edwin Flippo:
“Job Description is an organized factual
statement of the duties and
responsibilities of a specific job. It
should tell what is to be done, how it is
done and why.”

• The preparation of job description is

necessary before a vacancy is
advertised. It tells in brief the nature of
a job. In other words, it emphasizes the
job requirements.
 The details given in Job Description
• Job title
• Organizational location of the job
• Supervision given and received
• Materials, tools, machinery and equipment
worked with
• Designation of the immediate superiors
and subordinates
• Salary levels: Pay, DA, other allowances,
bonus, incentive wage, method of
payment, hours of work, shift, break etc.
Cont…
• Complete list of duties to be performed
separated according to daily, weekly,
monthly and casual, estimated time to
be spent on each duty
• Definition of unusual terms
• Conditions of work: Location, time,
speed of work, accuracy, health
hazards, accident hazards
• Training and development facilities
• Promotional chances and channels
Job Specification
• According to Edwin Flippo:
“Job Specification is a statement of
minimum acceptable human qualities
necessary to perform a job properly”.

• Job specification is based on job

description. It is a written statement of
qualifications, traits, physical and mental
characteristics that an individual must
possess to perform the job duties and
discharge responsibilities effectively.
Job Specification covers:
• Educational and professional
qualifications
• Skills
• Practical experience
• Physical fitness
• Special qualities required for
performing the job
• Intelligence, judgment and initiative
required for performing the job
 Job Design
• Job design is defined by Michael
Armstrong, “as the process of deciding
on the content of a job in terms of its
duties and responsibilities; on the
methods to be used in carrying out the
job, in terms of techniques, systems and
procedures and on the relationships that
should exist between the job holder and
his superiors, subordinates and
colleagues”.
Two important goals of job design
• To meet the organizational
requirements such as higher
productivity, operational
efficiency, quality of
product/service etc. and
• To satisfy the needs of the
individual employees like
interests, challenges, achievement
or accomplishment, etc.
 Techniques of Job Design

Job
Rotation

Job Job Job

Simplification Design Enlargement

Job
Enrichment
Job Simplification
• This requires that jobs be broken down into their
smallest units and then analyzed.
• Each resulting subunit typically consists of
relatively few operations.
• These subunits are then assigned to workers as
their total job.
• This is done so that employees can do these jobs
without much specialized training.

Advantages of Job Simplification

– Requires less training
– Less costly unskilled labour
– Increase in speed
Job Enlargement
• It involves expansion of the scope and
width of the job by means of assigning
certain closely related operations.
• E.g. a clerk in an office doing typing
work may be also assigned tasks of
drafting simple letters, sorting mail and
filling of papers. This will reduce his
boredom and make him satisfied with
the job. His efficiency will also improve.
Job Enrichment
• It involves the vertical expansion of jobs
by increasing the amount of worker
responsibilities associated with the
positions.
• E.g. a worker who previously only
loaded boxes for delivery into a trailer
may be given the responsibility of
verifying that the customer order is
correct.
Job Rotation
• This refers to the movement of an
employee from one job to the another
over a designated period of time.
• Jobs themselves are not actually
changed, only the employees are
rotated among various jobs.
• An employee who works on another job
for some days or months and returns
back to the first job.
Job Evaluation
• According to Wendell French
“Job evaluation is a process of
determining the relative worth of the
various jobs within the organization so
that differential wages may be paid to
jobs of different worth”.
• According to Kimball and Kimball
“ Job evaluation is an effort to
determine the relative value of every job
in a plant to determine what the fair
basic wage for such a job should be.”
THE OBJECTIVES OF JOB EVALUATION
• Provide a standard procedure for determining the
relative worth of each job in a plant.
• Determine equitable wage differentials between
different jobs in the organization.
• Eliminate wage inequalities.
• Ensure that like wages are paid to all qualified
employees for like work.
• Form a basis for fixing incentives and different
bonus plans.
• Serve as a useful reference for setting individual
grievances regarding wage rates.
• Provide information for work organization,
employees’ selection, placement, training and
numerous other similar problems.
• Provide a benchmark for making career planning for
the employees in the organization.
Methods of Job Evaluation
1. Non-quantitative or summary system
that utilize non-quantitative methods of
listing the jobs-
(a) Ranking System
(b) Grading or Job Classification System
2. Analytical or Quantitative System that
use quantitative techniques in listing the
jobs-
(a) The Points System
(b) The Factor Comparison System
Job Ranking
• The importance of order of job is judged
in terms of duties, responsibilities and
demands on the job holder.
• For example,
Grading or Job Classification System
• System of job evaluation by which jobs
are classified and grouped according to a
series of predetermined wage grades.
• For example,
The points system
• The points system involves identifying a
number of job factors and sub-factors and
then determining the degree to which
these factors are present in the job.
• Points are assigned for each degree of each
factor.
• The number of points for each factor is
added to obtain overall points.
• The sum of these points gives an index of
the relative importance of the jobs that are
rated.
• Money values are assigned to each of the
jobs, based on the total value of each job.
The Factor Comparison System
• The analyst or committee selects some
key jobs for which job descriptions and
wage rates are agreed upon and are
acceptable to the workers and
management.
• Each job is ranked several times, once
for each of the job factors selected.
Advantages of Job Evaluation
• Reduction in inequalities in salary structure – It is found
that people and their motivation is dependent upon how
well they are being paid. Therefore the main objective of job
evaluation is to have external and internal consistency in
salary structure so that inequalities in salaries are reduced.
• Specialization- Because of division of labor and thereby
specialization, a large number of enterprises have got
hundred jobs and many employees to perform them.
Therefore, an attempt should be made to define a job and
thereby fix salaries for it. This is possible only through job
evaluation.
• Helps in selection of employees - The job evaluation
information can be helpful at the time of selection of
candidates. The factors that are determined for job
evaluation can be taken into account while selecting the
employees.
Cont…
• Harmonious relationship between employees
and manager - Through job evaluation,
harmonious and congenial relations can be
maintained between employees and
management, so that all kinds of salaries
controversies can be minimized.
• Standardization - The process of determining
the salary differentials for different jobs
become standardized through job evaluation.
This helps in bringing uniformity into salary
structure.
• Relevance of new jobs - Through job
evaluation, one can understand the relative
value of new jobs in a concern.
Conclusion
•  Job Analysis “Job Analysis is the process of
studying and collecting information relating
to the operations and responsibility of a
specific job”.
• Job Design “Job Design involves systematic
attempt to organize tasks ,duties and
responsibilities into a unit of work to
achieve certain objective”.
• Job Evaluation “Job Evaluation is a
systematic and orderly process of
determining the worth of a job in relation
to other jobs”.
Reference
• https://www.economicsdiscussion.net/h
uman-resource-management/job-evalua
tion/job-evaluation/32350
• https://leverageedu.com/blog/job-analy
sis-and-job-design/
Thank You