Job analysis as restructuring

The workers of any organization play a very important role in the sustainability, growth and achievement of the objectives of said organization. They occupy a strategic position within the total system of the organization. Scientists are trying their best to design machines or equipment that will replace workers in an organization, but later, organizations have come to understand that there are limitations to this as they still need a good number of workers to make the machines work. with much more money. in the acquisition of knowledge (training) and fat salary for these gurus.

The basis for this idea was that human beings are sometimes a nuisance to organizational goals in various ways, such as the complexity of human beings in terms of control and coordination, laziness, high job turnover, the conflict, the labor clash, the clash of roles; following McGregor’s Theory X. Despite the revolution in technology, most organizations still feel the need to study, through investigative work, the nature of each worker’s job, what they do, and the means of getting them to do it. work more effectively and efficiently.

Job analysis focuses on knowing the component of a worker’s job; the study of what he does every day or what he should be doing and is not doing or is doing in the right way. It is the breakdown of the job or job to know what it contains and make an informed conclusion, generalization or decision about the job and thus break it down for the benefit of both parties: the worker and the organization.

However, the bottom line of job analysis is effectiveness and efficiency, that is, doing the right thing and doing it right, respectively. The long-term underlying motive is increased profitability, productivity and company sustainability. Job analysis is not an end in itself because the job has to be restructured after the analysis. It is always good and more effective to bring the worker whose job is being studied into the process to facilitate change and avoid future resistance.

Restructuring or, better yet, reengineering is about putting the round peg in the round hole. Most of the time, workers are confused as to what roles they should play and this usually leads to role clash or conflict. This, if handled well, could jeopardize the goals that the organization wants to achieve. Clash and conflict are self-defeating and must not be allowed to rear their ugly head.

There are several ways through which job analysis can be done and it could be any of the following or their combination.
o Asking the worker in question to give a vivid account of what they do
o Contacting other workers this worker works directly with or reports to and asking what he/she (the worker) should be doing
o Holding the superior officer you report to account for what they should be doing
o Contacting other organizations and obtaining their job description for the position
o Through direct research work, delivery of questionnaires or interviews with people with experience (who may have passed through said office)
o Contacting an independent consulting firm to carry out job analysis by studying work at the workplace over a period of time

This list cannot be exhausted. The fact is that each worker will tend to perform better if he knows what he is supposed to do, how to do it (if he does not have good experience) and the result he is expected to achieve. These and others, the job analysis can be done and the restructuring exercise should focus on the objectives to be achieved. These may include better performance, reduce accident rate, reduce absenteeism rate or high job turnover rate, increase worker morale, ensure worker effectiveness and efficiency on the job, payment of wages/ salaries (compensation of the pay with the efforts made and this motivates the worker), etc.

In general, job analysis and restructuring should be an ongoing exercise in an organization, and the cost of it should not prevent the organization from doing the same if it is to achieve its goals and create formidable workers who will be ready to do. anything for your dear company.