Presentation on

Job Analysis and Design chapter summary

and link the key learnings with a company.

Presented By:
“Group SUPERNOVA”

GROUP MEMBERS:
1. S.M. Nazmus Sakib Id no: EMBA - 230310
2. Nazmus Sakib Id no: EMBA - 230301
3. K.M. Niyaz Id no: EMBA - 230303
4. Nazmul Bashar Id no: EMBA - 230329
5. Opu Raihan Id no: EMBA - 230339
6. Jony Khondokar Id no: EMBA - 230325
 Hello!!
This is K.M Niyaz

“ I am going to cover What to collect during job analysis and its stages.
“
 Hello!!
This is Nazmul Bashar

“ I am going to cover Job Design, Its importance and Elements.

“
 What is job design?
Job design is a process that companies
use to create a new job or add duties to
an existing job. This allows a company to
more easily reach its goals by having more
employees perform more tasks within the
organization. Job design may involve
developing a new position or simply
adjusting the set of tasks that a current
position encompasses. For example, a
company may add duties to a graphic
design position that extend slightly
beyond design work. It essentially entails
integrating necessary duties and
qualifications to perform a particular task
or project for increased value and
maximized-performance.
 Importance of job
design
•To improve employee efficiency.

•Develop employee effectiveness

•To increase employee productivity

•Improving employee development.

•To improve employee satisfaction.

•Employee health
 Elements of Job Design

. Organizational elements

. Environmental elements

. Behavioral Elements
 Hello!!
This is Jony Khondokar

“
“
I am going to cover Factors influencing job design, Strategies for job design and Techniqes for
designing overspecialized jobs.
 Factors influencing job design

Job design is the process of structuring work tasks and resources to achieve organizational
goals. There are many factors that can influence job design, including:
1. Technology: The use of technology can have a significant impact on job design. For
example, automation can eliminate some tasks and create new ones.
2. Organization structure: The structure of an organization can also influence job design. For
example, a decentralized organization may have more specialized jobs than a centralized
organization.
3. Human factors: Human factors, such as employee skills and abilities, can also influence
job design. For example, a job that requires a high level of skill may be designed to be more
autonomous than a job that requires a low level of skill.
4. Strategic goals: The strategic goals of an organization can also influence job design. For
example, an organization that is trying to be more efficient may design jobs that are more
streamlined.
 Strategies for job design

There are many different strategies for job design. Some common strategies include:
Job enlargement: Job enlargement is the process of adding new tasks to a job. This can help
to make a job more challenging and interesting.
Job enrichment: Job enrichment is the process of giving employees more control over their
work. This can help to make employees feel more valued and engaged.
Job simplification: Job simplification is the process of breaking down a job into smaller, more
manageable tasks. This can help to make a job less complex and stressful.
Job rotation: Job rotation is the process of moving employees from one job to another. This
can help to give employees a variety of experiences and develop new skills.
 Techniques for designing overspecialized jobs

There are a number of techniques that can be used to design overspecialized jobs. Some
common techniques include:
Autonomy: Overspecialized jobs often give employees a high degree of autonomy. This can
be motivating for some employees, but it can also be isolating for others.
Variety: Overspecialized jobs often offer employees a high degree of variety. This can be
stimulating for some employees, but it can also be overwhelming for others.
Task significance: Overspecialized jobs often give employees the opportunity to do work
that they see as having important goals. This can be motivating for some employees, but it
can also be stressful for others.
Feedback: Overspecialized jobs often give employees a lot of feedback on their
performance. This can be helpful for some employees, but it can also be overwhelming for
others.
Skill development: Overspecialized jobs often give employees the opportunity to develop
new skills. This can be motivating for some employees, but it can also be stressful for others.
It is important to note that there is no one-size-fits-all approach to job design. The best
approach for a particular job will depend on a number of factors, including the nature of the
work, the skills and abilities of the employees, and the strategic goals of the organization.
 Hello!!
This is Nazmus Sakib

“ I am going to cover Key learnings from the Chapter, Link the key learnings with Sun
Pharmaceutical Industries Limited
“
 Job analysis helps organizations understand the
requirements of specific jobs and develop effective recruitment, training, and
compensation strategies.

Job analysis provides the foundation for creating accurate job descriptions
and specifications, which are essential for attracting and selecting qualified
candidates, evaluating employee performance, and ensuring compliance with labor
laws.

Key learnings Job design is the process of structuring and organizing tasks responsibilities,
and relationships within a job to achieve specific goals and objectives. Effective
from the job design can enhance efficiency, promote employee satisfaction, maximize skill
Chapter utilization.

Factors influencing job design include organizational elements (e.g., goals, strategies,
technologies), individual elements (e.g., skills, abilities, motivations, expectations), social
and cultural elements (e.g., norms, expectations, diversity), and behavioral elements (e.g.,
job satisfaction, motivation).
Link the key learnings with Sun Pharmaceutical Industries Limited

Job description for the position (job title) of Program Specialist- Emergency Response and EOC operations)
project for West Africa.

Reports to: Project Coordinator (This is job relationship)

The role involves planning, monitoring, assessing, and supporting activities focused on improving emergency
operations and effective response to infectious disease outbreaks in the country; supporting and coordinating the
activation of the Contingency Emergency Response Component (CERC) of the project (This is job summary).

Specific duties include the following (This is job duties and responsibilities):
• Support the development and review of REDISSE work plans ensuring that all REDISSE interventions and
proposals align with the National Action Plan for Health Security (NAPHS) and REDISSE project appraisal
document (PAD), address areas that need to be improved within existing All hazard or disease specific
emergency response plans and contribute the achievement of the Program development
objectives/indicators.
•Propose and implement evidence based, culturally appropriate and feasible emergency response strategies
and interventions for inclusion in the REDISSE annual work plans.
•Work closely with the HH/AH sector coordinators to facilitate joint/ inter-sectoral collaboration for emergency
response particularly between human health, animal health and environmental health.
•Support to the activities of EOC at the state and national levels (as delegated) as part of the
REDISSE related activities.
•Facilitate collaboration with other partners to align REDISSE interventions with other preparedness
interventions proposed by other international partners.
•Produce quarterly M&E reports for submission to the Steering committee, Technical committee, World Bank
and WAHO.
•Produce Monthly activity updates for Component 3 (Emergency Response) activities.

 It is a list of human requirements needed to perform the job well. In other words, it is the
minimum acceptable personnel characteristics or qualities necessary for the efficient and
effective performance of a job.

 It included the physical, psychological, demographic, and personal constituent of these

personnel characteristics.
Job specification for the position of Program Specialist- Emergency Response and EOC operations project for
West Africa:

•Medical qualification / degree (MBBS or equivalent)

•Master’s Degree in Public health or epidemiology with experience in Infectious Disease Control, Epidemiology,
emergency response operations, membership of GOARN or rapid response team.
•Professional Experience: at least 3-5 years professional experience in a comparable position.
•Knowledge of health systems in Nigeria and previous rapid response team experience.
•Willingness to up-skill others within NCDC and FMARD as part of routine technical support to the organization.
•Good communication skills and excellent report writing skills.
•A good team player who is willing to take on responsibility and possesses an Innovative mind and a positive
attitude to change.

It is simply the expression of job description in terms of personnel qualities .

What Factors are Considered Before a Job Design?

Characteristics of
Intrinsic Motivation Task Structure

Factors for
Job Design

The Motivating The Job

Characteristics of Characteristics
Jobs Model
 Hello!!
This is Opu Raihan

“ I am going to conclude our presentation.

“
 Conclusion
Coordinating the efforts of human resources for the purpose of achieving organizational
goals is at the center of human resource management. This entails getting the right people
and placing them at the right jobs. . In order for the right people to be attracted and
placed on the right jobs, a thorough job analysis, which involves job description and job
specification, must be carried out.
Job Analysis: This process involves systematically gathering information about a job. It
aims to comprehensively understand the duties, responsibilities, tasks, and requirements
of a particular job.
Job Design: Job design takes care of performance, work division, number of
hours contributed and task completion.
Job analysis (description and specification),
and job design are foundational to the success
or growth of any organization.
Thank you
For Your Patience!!