Job Analysis And Job Design

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Question 2
Job analysis refers to a process of collecting, analyzing and establishing of information about the fundamentals of jobs so as to provide the foundation for a job description and data collection for staffing, training, job evaluationand management of performance. Job analysis focuses on what job employees are anticipated to do. The reason for conducting job analysis is to determine the variations and similarities between varied jobs and achieve knowledge and needs on jobs in the organization. It is a requirement for creating a job description and work evaluation. It comprises information about the purpose and nature of the job; activities,anticipated outcomes and holder’s position in the hierarchy of the organization.
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Job design involves defining the contents, relationships and methods of jobs aimed atmeeting work needs for efficiency, productivity and quality. Further, through job design, individual requirements of the job holder are satisfied and thus increasing levels of employee engagement (Arnold & Randall, 2010).
Best job designs
Job enrichment aims at adding greater responsibility and autonomy to a job. For a management position this job design proves to be the perfect method because it guides managers on their very specific roles. It attempts to advance employee motivation by putting together specified parts of the work back in order for one person to produce an entire product or service (Gomes-Mejia, Balkin&Gardy, 2010,
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Psychometric testing involves ability testing, personality profiling andaptitude testing. Appropriate psychometric testing is only carried out by suitably skilled staff. Personality tests are typically considered in combination with other information, as the outcomes can be undependable. Severalorganizations utilize cut-off marks for ability tests so that all individuals who attain less than a particular mark are left out as the others continue to the next level. On the other hand, ability tests may cover various areas including: General intelligence; Verbal ability; Numerical ability; Spatial ability;Diagrammatical ability;Sensory and motor abilities; Mechanical ability;Clerical ability(Gomes-Mejia, Balkin&Gardy, 2010,
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