Job Analysis and Job Design — Job Systems and Organizational Design

1. Job Analysis

Definition

• A systematic investigation of job content, requirements, and characteristics.

Purpose

• Establish hiring and selection criteria
• Determine training and development content
• Develop performance appraisal standards
• Design the compensation structure

Methods

• Observation: Direct observation of work being performed
• Interview: Conversations with job incumbents and supervisors
• Questionnaire: Standardized surveys (e.g., Position Analysis Questionnaire)
• Critical Incident: Recording effective and ineffective behaviors

---

2. Job Description and Job Specification

Job Description

• Describes the job itself
• Content, duties, responsibilities, authority, working conditions
• Answers: What is done?

Job Specification

• Describes the human requirements to perform the job
• Education, experience, skills, and abilities required
• Answers: Who can do it?

Position vs Job vs Job Family

• Position: A specific role held by one individual
• Job: A cluster of similar tasks and duties
• Job Family: A group of related jobs

---

3. Job Design Theories

Scientific Management (Taylor):

Job simplification and standardization

Maximize efficiency

• Side effects: monotony, higher turnover

Job Enlargement:

Horizontal expansion: add similar tasks at the same level

Reduces monotony

Job Enrichment:

Vertical expansion: increase autonomy and responsibility

Based on Herzberg’s Two-Factor Theory

Job Characteristics Model (Hackman & Oldham):

Skill Variety · Task Identity · Task Significance

Autonomy · Feedback

• MPS (Motivating Potential Score)

---

4. Job Evaluation

Purpose

• Determine the relative value of jobs within an organization
• Foundation for designing the pay structure

Methods

• Ranking Method: Order all jobs from highest to lowest (simple)
• Classification: Fit jobs into pre-defined grades or classes
• Factor Comparison: Compare jobs factor-by-factor against benchmark jobs
• Point-Factor: Assign points to compensable factors and sum scores (most accurate)

---

5. Key Concept Cards

Job Description = Job Content; Job Specification = Person Requirements ★★★★★ : Description answers What; Specification answers Who. Memory tip: Description = the job; Specification = the person

Job Enrichment = Vertical Expansion ★★★★★ : Increases autonomy and responsibility (vs. enlargement = horizontal, adding more tasks). Memory tip: Enrichment = vertical (depth)

Point-Factor Method = Most Accurate Job Evaluation ★★★★☆ : Assigns points to compensable factors for an objective, quantified result. Memory tip: Point-factor = most objective

---

6. Practice Quiz

Q. What is the difference between job enrichment and job enlargement?

Job Enlargement (horizontal): Adds more tasks of the same level — reduces monotony but does not increase challenge. Example: an assembly worker handles 4 steps instead of 2. Job Enrichment (vertical): Adds planning and control responsibilities — increases intrinsic motivation. Example: the same worker now schedules their own work and inspects quality. According to Herzberg, only enrichment produces true motivation because it addresses motivator factors (achievement, responsibility, growth).

Q. Why is job evaluation important for designing a pay structure?

Job evaluation establishes the relative worth of jobs within the organization, enabling internal equity — ensuring that more demanding jobs receive higher pay. It also provides a rational basis for comparing pay with the external labor market (external equity). Without job evaluation, pay decisions are arbitrary and subject to perceived unfairness. The point-factor method is most defensible because it quantifies each compensable factor, but it requires significant time and expertise to implement.