Job Analysis Practices at Decon Engineering and Its Significance for Organizational Development - Dissertation Example

?RESEARCH PROPOSAL ON JOB ANALYSIS PRACTICES AT DECON ENGINEERING AND ITS SIGNIFICANCE FOR ORGANIZATIONAL DEVELOPMENT BY xxxxxxxxxxxxxx DEGREE UNIVERSITY OF XXXXXXXXXXXX APRIL, 2011 INTRODUCTION: Job Analysis provides organizations with a common set of definitions and expectations that serve as the foundation across all human resource initiatives, including selection, promotion, training and development, performance management, succession planning and eventually to the organizational development. The current study is “Job Analysis practices at Nestle and its significance for Organizational Development”. The main purpose of conducting Job Analysis is to prepare Job Description and Job Specification which in turn helps to hire right quality of workforce into the organization. Job Descriptions are lists of the general tasks, or functions, and responsibilities of a position. Job Analysis is necessary for all the functions of Human Resources and better performance in these areas lead to Organizational Development, so we can say that Job Analysis directly, indirectly or eventually leads to Organizational Development. Organization Development (OD) is defined as the process of improving organization. The process is carefully planned and implemented to benefit the organization, its employees and its stakeholders. The current study is at Nestle. This study is conducted to show the significance of Job Analysis for organization development. The reason behind choosing this topic is that I have interest in this topic. This was the most significant criteria for me. Doing the thesis needs a lot of time and the quality of life will be enhanced if these hours are utilized pleasingly. Moreover, the quality of research, writing, and arguments will be much better if I feel genuine passion for my work. This research would be beneficial both for University (name your college/university) and Nestle as it would improve the relations. These professional relationships can help Nestle to hire best talent from (name of your college/university) as their talented human resources. LITERATURE REVIEW: Job Analysis is the systematic process of determining the skills, duties and knowledge required for performing the jobs in an organization (Mondey & Noe, 2006). Traditionally it is an essential and pervasive human resource technique and the starting point for other human resource activities. In today’s rapidly changing work environment, organizations extensively rely on Job Analysis practices in order to enhance Organizational Development. New jobs are being created and old jobs are being redesigned and eliminated. Organizations that want to develop tailor jobs according to changing needs and thus Job Analysis is reviewed. In 1991, Ronald, Lawrence, & Goldberg discussed Job Analysis as the systematic procedure of collecting and analyzing information about jobs. Job Analysis consists of two elements: a Job Description and Job Specification. A Job Description is a written description of the activities that have to be performed. Generally, a Job Description also contains information about tools and equipment used in the job and about the working conditions. So job descriptions specify the job content and the job context. The Job Specification indicates which specific skills, competences, knowledge, capabilities and other physical and personal attributes one must have to perform the job successfully. An acronym that is used to describe which types of attributes are referred to in job analysis is KSAO: Knowledge, Skills, Abilities and Others characteristics (Ronald, Lawrence, & Goldberg, 1991). Job Analysis has been one of the most useful tools for gathering information and developing content valid and legally defensible selection procedures for a wide variety of jobs (Harvey, 1991). When job analysis is used for building the human potential and it is analyzed and reviewed according to the changing requirements of the organization it finally leads to organizational development. DeSimone & Werner (2006) defines organizational development (OD) as a process used to enhance both the effectiveness of an organization and the well being of its members through planned interventions. DeSimone & Werner (2006) defined three key points here; first OD enhances the effectiveness of the organization. Cummings (1993) considers Organization development (OD) as behavioral-science knowledge and practices to help organizations change to achieve greater effectiveness. It seeks to improve how organizations relate to their external environments and function internally to attain high performance and high quality of work life. OD (Organizational Development) emphasizes change in organizations that is planned and implemented deliberately. The change process supports improvement of the organization or group as a whole. Whenever the organizational development is planned, change management comes in. Change requires the variation in how the jobs are done, new technological systems are introduced, and methods are also automated. So in short organizational development asks for a change in various aspects. Jobs are redesigned in organizational development. Job redesign needs revision of job analysis, so without doing job analysis organizational development is not possible. Profitability, productivity, morale and quality of work life are of concern to most organizations because they impact achievement of organization goals. There is an increasing trend to maximize an organization's investment in its employees. Jobs that previously required physical dexterity now require more mental effort. Organizations need to "work smarter" and apply creative ideas. According to the need changes are also done in job descriptions and job specifications. RESEARCH QUESTIONS The fundamental purpose of this research is to examine the Job Analysis practices at Nestle and its significance for Organizational Development. Based on the above mentioned purpose following research question is formulated: “What is the influence of Job Analysis on Organization Development?” SUB RESEARCH QUESTIONS 1. Is there a linkage between Job Analysis and Organizational Development? 2. What are Job Analysis practices at Nestle? 3. How often Job Analysis is conducted at Nestle? 4. What interventions are used for Organizational Development at Nestle? 5. How Job Analysis influences Organizational Development? RESEARCH OBJECTIVES This study has been conducted to explore: 1. To identify the Job Analysis process at Nestle by reviewing Job Descriptions. 2. To determine the extent to which Job Analysis information is reviewed at Nestle? 3. To identify how goal setting and planning is done at Nestle? 4. To identify the organization’s work design strategies. 5. To study the technological systems used at Nestle. 6. To identify the relation of Job Analysis practices at Nestle with Organizational development. THEORETICAL FRAMEWORK (optional) RESEARCH METHODOLGY RESEARCH DESIGN The purpose of the study is to assess the significance of Job Analysis for Organizational Development. Data will be gathered from managers at Nestle. Depending on the sources of data and nature of the study, the research design followed will be descriptive research design. Descriptive research is a type of research that is primarily concerned with describing the nature or conditions and degree in detail of the present situation. COLLECTION OF DATA Data is collected by using the survey questionnaires. Questionnaires give objective information and More economical and efficient than observation & covers large geographic coverage. Questionnaire will be designed by keeping in view the definition of Job Analysis and Organizational Development. As both of the variables are nominal variables, most of the questions are closed ended. The first section will be regarding the general information as the questions were asked about name, designation, department and number of years worked with Nestle. The subsequent questions will be closed ended and few questions on Likert scale in order to analyze the variance in responses. Open ended question can be asked in order to get subjective view from respondents. DATA ANALYSIS: Once the data are collected, the information will be coded and appropriate data analytical techniques used to determine the likely significance of job analysis for organizational development will be analyzed. POPULATION The data for this study will be collected form Nestle. Thus the population under study will include all the management level jobs at Nestle SAMPLE DESIGN AND SIZE As the population of the study includes all job incumbents at the management level, so for sample total of 20 mangers will be taken. The convenience sampling is appropriate since it is difficult to get data from all the managers as they have hectic work engagements to cater to. PRACTICAL ISSUES: The present study has certain limitations that need to be taken into account when considering the study and its contributions. Following are the limitation of the study: 1. Keeping in the mind the constraint of time, the pilot study can not be conducted. It is one of the limitations of the study. 2. Both of the variables of the current study are nominal i.e. they can’t be quantified with numbers. So qualitative methods for data collection would be more appropriate. But due to constraint of time and cost various qualitative methods can not be used. 3. Some more variables could be included in the study other than that used in order to get a better picture of the organizational outcomes and the Organizational Development as a whole. 4. The study will be conducted only in one, so it may not be globally implemented. 5. This is a cross sectional study and data is collected at one point of time. In order to access the whole process of how job analysis helps in organizational development longitudinal study is required. For example any sort of experimentation can’t be done right now. PROJECT TIMELINE IN TABLE FORMAT   Exploratory Research Week 1 Proposal Development Week 2-3 Research Proposal approval Week 4 Detailed literature search Weeks 5-8 Development of questionnaire Week 9-10 Fieldwork Week 11-14 Data Analysis and Transcription Weeks 15-20 Writing of Draft Chapters Weeks 21-32 Revision Weeks 33-36 Dissertation Defense Week 37 Final Approval and Completion Weeks 38-40   REFERENCES Mondey, R.W., Noe, R.M. (2006). Job analysis and human resource planning. International editors (Ed.) Human Resource Management (pp. 87-117), Prentice Hall. Ronald ,S.L., Lawrence ,F., & Goldberg, E. (1991). Future-Oriented Job Analysis: A Description of the Process and Its Organizational Implications. International journal of selection and assessment, 6, 192-198. Harvey, P.H., & Pagel M.D. (1991). The Comparative Method in Evolutionary Biology. Oxford Series in Ecology and Evolution, 7(1), 224-239. DeSimone, R.L., & Werner, J.M. (2006). Organization Development and Change. Fort Worth (Ed.), Human Resource Development (pp. 561-602). TX: Harcourt. Cummings, T.G., (1993). Organization Development and Change. Jaap J. Boonstra (3rd ed.). Dynamics of Organizational Change and Learning (pp. 23-39). England: Wiley. Read More