How can you use job analysis to improve your organizational design?

You also need to consider geographical distribution of workers which can change the fundamental design including Spans Of Control.

As a dual credential holder and instructor of SHRM SCP and CPTD test item writer and reviewer, organization is my strongest domain, plus 1.5 decades change initiatives experience, which I am happy to share my insights on organizational design. It refers to elements that support an organization’s functioning, which include structure but other factors as well, including: ? The organization’s mission, vision and the strategies it is pursuing to achieve its goals. ? The way decisions are made. ? The way information is communicated. ? The processes used to perform work and the degree to which those processes connect parts of the organization’s structure. ? The systems used to align the organization’s needs with the resources required.

El dise?o organizacional es el proceso por el cual construimos y ajustamos la estructura de la organización para que esta consiga sus objetivos. Es el vehículo mediante el cual se ejecuta la estrategia empresarial y por tanto debe ser considerado como una actividad crítica. Cada organización requiere de una estructura singular. No hay una estructura que pueda servir igual de bien para organizaciones distintas. Es una tarea compleja por el número de variables que se han de conjugar, por ejemplo: las metas estratégicas, la naturaleza de la industria, la intensidad competitiva, la tecnología, la intensidad del cambio requerido, la necesidad de integrar perspectivas a corto y largo plazo, la personalidad de los líderes etc…

Job analysis is a systematic study of jobs to determine what activities and responsibilities they include, the personal qualifications necessary for performance of the jobs, and the conditions under which the work is performed. It results in the generation of job competencies, requirements, and specifications. Moreover, job analysis is conducted of the job, not a job holder. Actually, job analysis is the foundation of many HR functions and activities, such as performance management, training, staffing, rewards, employee relations, HR planning, etc. Per the above introduction of organizational design, it is closely related to organizational design and re-design as well.

When it comes to operating model re-design, I could write an A4 list of examples where job analysis was not conducted before a new design had been started. As a result, the worst outcome I've seen is a new org. design being redacted after being communicated. Job analysis underpins and is essential for effective org. design. Put simply, it helps both baseline and plan for the future, and includes: - Skills Matrix - Capacity assessments - Reporting lines - interactions (people, department, systems) - Current assessment and selection procedures - Position descriptions - Is there job crafting? I question how anyone can look at org. re-design without fully understanding the baseline.

A common approach to analyzing and describing jobs across an organization is important, while most organizations use more than one method for collecting primary source data about the jobs that are part of their framework, such as observation, interview, work task/log, task inventory, critique incidents techniques, (PAQ) Position analysis questionnaire etc. Each method is with respective benefits thus with suitable applications. Per my experience, interview is most common particularly for professional jobs, observation works best for short-cycle jobs in production, etc.

A key to designing a future state organisation design (not organisation chart) is to define the future state process and aligned Roles & Responsibilities using a RACI type approach. Finally the organisation design laying out layers and spans of control. The magic number being 7.

Job analysis is a well established essential process within organisational change management and should not be dismissed lightly. The article provides a useful start on which Michelle Teunis expands on well. The design of an organisation should be reviewed during any significant change events, in particular mergers and introduction of new technology, where existing roles may become redundant or role descriptions changed to adapt to the new processes being adopted.

We could stop using stupid words to validate the blooming obvious. “Job analysis??” - This article should be titled “How can we improve things at work” Because it's that ambiguous and that all encompassing. More to the point... How can we improve these stupid articles

Job analysis doesn't improve org design. You're cracking me up with this one. You design the org, then the jobs. Tail wagging dog, much?

Last but not least, I am pleased to share my experience as a pivotal team member in a multi-year restructuring initiative for a Fortune 500 employer. Collaborating with top consulting firm consultants, our primary tool for streamlined efficiency was the "Job Analysis Questionnaire," an extensive Excel document featuring tabs for job responsibilities, requirements, and organizational structure. This proved highly effective in conducting interviews with both job holders and supervisors, contributing significantly to the success of the organizational redesign.

I'm almost certain chat gpt is writing these articles. Why not use real articles / research and ask for thoughts / contributions.

I agree, and really like your ‘ how do we improve things at work’ Because that’s a title that speaks to the objective and make sense to everyone.