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Job Analysis and Design

Introduction

This section focuses on three issues in the field of personnel psychology: job analysis,

job description, and job design. Job analysis and job description are foundation issues

in the field that are often looked at closely from a legal perspective. Job design focuses

on the motivation, efficiency, and effectiveness of the worker.

Job Analysis

A job analysis is the foundation for a variety of human resource functions. For

example, recruitment, selection, placement, training and development, compensation,

and promotion all rely upon the information gained through a job analysis. A job

analysis is, essentially, a snapshot of the job and includes specific information such as

the tasks performed by the worker, why the worker performs those tasks, the tools or

techniques the worker uses to perform the tasks, and the conditions under which the

tasks may be performed. For example, one task statement for a police officer might be,

"Under various weather conditions, patrols are assigned an area on foot for the purpose

of checking on the security of business establishments." A task statement for a

telephone installation technician might read, "Using a staple gun, a screwdriver, and a

handheld drill, install inside wiring and telephone instrument connection point." A job

analysis may also list the knowledge, skills, abilities, and personality characteristics (or

the KSAPCs) required to successfully perform the job. For instance, the requirements

for the police officer task statement might be knowledge of criminal law, knowledge of

patrol procedures, and ability to observe details. It is important to note that instead of

KSAPCs, job analysts may use the acronym KSAO for knowledge, skills, abilities, and

other characteristics.

There is no one way to perform a job analysis. Choice of a job analysis technique

depends upon the purpose of the analysis as well as the training of the analyst. Job

analysis data may be collected by observing workers performing the job, having the

analyst perform the job, reviewing training materials, interviewing persons who

perform the job, interviewing those who supervise the workers, or having workers

complete a survey which asks them about the job. The job analyst may design the

survey or use a published job analysis survey. Often, more than one data collection

method is used. This multimethod approach increases the probability of achieving an

in-depth understanding of the job.

Assessing Job Descriptions

A job description is one of the results of a job analysis. It is a brief statement that

summarizes the information contained in the job analysis. A job description is the

document that job candidates typically see during the recruitment or selection process.

By reviewing a job description, a candidate for the position should have a fairly good

understanding of the duties, responsibilities, and requirements of the job. A job

description is not as comprehensive as a job analysis because it only lists the most

important or critical functions of the job.

Job Design

Job design is the process of assigning tasks to a job and determining how the tasks will

be performed. Ideally, managers or job design specialists design jobs so they will

increase motivation and satisfaction while maintaining a desired level of output quality

and quantity. There are varieties of job design methods and, like a job analysis, there is

no one best way to design a job. The design of the job should take into consideration

the strategy of the organization (high quality or low price, for example) and the

characteristics of the worker (including level of education, job expectations, and

personality characteristics). Jobs may be designed so the tasks and processes are

simplified and routine. They may also be designed with a focus on enhancing worker

motivation by increasing variety and complexity, or by creating a team environment.

Each method has benefits and liabilities and should be selected so it fits well with the

strategy of the organization and the type of workers who will be performing the job.