JOB SPECIFICATION and Job Description.pptx

Job specification

1. JOB SPECIFICATION

2. According to Dale Yoder , “The job specification, as such a summary properly described is thus a specialized job description, emphasizing personnel requirement and designed specially to facilitate selection and placement.” Filippo has defined job specification as, “Job specification is a statement of the minimum acceptable human qualities necessary to perform a job properly. --- It is a standard of personnel and designates the qualities required for acceptable performance.”

3. A Job Specification should include: Physical characteristics, which include health, strength, endurance, age, height, weight, vision, voice, eye, hand and foot co-ordination, motor co-ordination, and colour discrimination. Psychological and social characteristics such as emotional stability, flexibility, decision making ability, analytical view, mental ability, pleasing manners, initiative, conversational ability etc. Mental Characteristics such as general intelligence, memory, judgement, ability to concentrate, foresight etc. Personal Characteristics such as sex, education, family background, job experience, hobbies, extracurricular activities etc.

4. All these characteristics must be classified into three categories: Essential attributes which a person must possess. Desirable attributes which a person ought to possess. Contra indicators which will become a handicap to successful job performance.

5. JOB DESIGN

6. According to Jon Werner and DeSimone , “Job design is the development and alteration of the components of a job (such as the tasks one performs, and the scope of one’s responsibilities) to improve productivity and the quality of the employees’ work life.” Job design has been defined by Davis (1966 ) as: “The specification of the contents, methods, and relationships of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job-holder.”

7. Milkovich and Boudreau defined job design as, “Job design integrates work content (tasks, functions, and relationships), the rewards (extrinsic and intrinsic) and the qualifications required (skills, knowledge, abilities) for each job in a way that meets the needs of employees and the organization.” Michael Armstrong has defined job design 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.”

8. PRINCIPLES OF JOB DESIGN:

9. Robertson and Smith (1985) have suggested the following five principles of job design: To influence skill variety, provide opportunities for people to do several tasks and combine tasks. To influence task identity, combine tasks and from natural work units. To influence task significance, form natural work units and inform people of the importance of their work. To influence autonomy, give people responsibility for determining their own working systems. To influence feedback; establish good relationship and open feedback channels.

10. Methods of Job Design

11. The various techniques of job design and redesign are discussed below: 1. Job Simplification: In job simplification, the complete job is broken down into small subparts; this is done so that employee can do these jobs without much specialized training. Moreover, small operations of the job can also be performed simultaneously so that the complete operation can be done more quickly. 2. Job Rotation: Another technique designed to enhance employee motivation is job rotation, or periodically assigning employees to alternating jobs or tasks. For example, an employee may spend two weeks attaching bumpers to vehicles and the following two weeks making final checks of the chassis. During the next month, the same employee may be assigned to two different jobs. Therefore, the employee would be rotated among four jobs.