Page 56 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Unit 3: Job Analysis

5. Investigating accidents Notes
6. Maintaining, operating and adjusting machinery
7. Time and motion studies
8. Defining the limits of authority

9. Studies of health and fatigue
10. Providing hiring specifications
11. Providing performance indicators.

3.3.2 Components of Job Description

1. Job Identification or Organizational Position: Which includes the job title, alternative
title, department, division, plant and code number of the job. The job title identifies the
job properly. The department, division indicates the name of the department whether it is
maintenance or mechanical. The location gives the name of the place.
2. Job Summary: It serves two important purposes. First, it provides a short definition to
various job duties and responsibilities where job title is not adequate. Secondly, it gives a
"quick capsule explanation" of the contents of the job.
3. Job Duties and Responsibilities: It is regarded as the heart of the job. It tells us what needs
to be done? How should it be done? Why should it be done? It is a comprehensive list of
job duties and responsibilities.
4. Relation to Other Jobs: This helps to locate the job in the organization by indicating the
job immediately below or above it in the job hierarchy. It also gives an idea of the vertical
relationship in the organization.
5. Supervision: Under this, it gives the span of control, that is, the number of people to be
supervised along with their job title. It also tells us the extents of supervision involved-
general, intermediate or close supervision.
6. Machine, Tools and Equipment: These define each major type or trade name of the machines
and tools and the raw materials used.

7. Working Conditions: Tells us about the environment in which the job holder must work.
These include temperature, odour, fumes, light, ventilation moisture and such other
conditions inside the organization.
8. Hazards: It gives us the nature of risks to life and their probability of occurrence.

3.3.3 Limitations of Job Description

1. Job descriptions are not the perfect reflections of the job. The objective of job description
is to differentiate it from other jobs and assign its limits. The executives tend to carry work
patterns with them into their new jobs, thus modifying the job drastically.

2. Jobs tend to be dynamic, not static and a job description can quickly get outdated. Therefore,
jobs should be constantly revised and kept up-to-date.
Both supervisors and subordinates should and use job description, otherwise job evaluation and
job performance review would seem to be unfair.

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