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Job Design and Analysis

Have you ever wondered why jobs are set up the way they are? Differences in the tasks and responsibilities for different jobs, or even for similar jobs in different companies, do not occur by chance. Managers consciously make decisions about how they design jobs to improve company performance. Job design involves determining the tasks and responsibilities that employees in a particular job are expected to perform as well as how they need to interact with their coworkers to realize those contributions. Job design is a key component of effectively managing employees because it is one of the major ways to translate company goals into the specific actions that employees perform in their jobs. When done effectively, job design helps employees focus on the tasks and responsibilities that optimize their potential contributions for competitive advantage. Job analysis is the process of systematically identifying the tasks, duties, and responsibilities expected to be performed in a single job as well as the competencies - the knowledge, skills, and abilities (KSAs) - employees must possess to be successful in the job. Two important outcomes of job analysis are the creation of job descriptions and the identification of job specifications. Job descriptions are written summaries of the specific tasks, responsibilities, and working conditions of a job and include a list of the job specifications. Job specifications are the specific competencies required by a jobholder to be able to perform a job successfully. Job descriptions and job specifications serve as valuable tools for the other employee management activities managers must perform.