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INTRODUCTION TO HRM

Organization is made up of employees andHRM is means of managing employees andenvironment in which they work.

The prosperity of any organization dependson employees and their relation within anorganization.

HRM is most strategic and criticaldeterminant of growth of a business unit.It helps in maintaining cordial labor-management relationship .

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INTRODUCTION TO JOB ANALYSIS

Job + analysis = Job analysis.Job = A paid position of employment, task.

Analysis = A detailed study/examination.

Thus, Job Analysis is a detailed examinationof a paid position of an employment.Job analysis is the sub field of HRM thatwholly and thoroughly discusses the every

nature, matter, description, specificationrelevant to job analysis.

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IMPORTANCE OF JOB ANALYSIS

Importance of Job Analysis are given as follows :

Facilitates Publicity of jobs,Facilitates Purposeful interviews,Facilitates Appropriate medical examination,Facilitates Scientific selection, placement andorientation,Facilitates Scientific promotions and transfers,Facilitates Performance Appraisals .

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IMPORTANCE OF JOB ANALYSIS

Importance of Job Analysis are given as follows :

Facilitates manpower training and

development,Facilitates redesigning of jobs,Facilitates HRP,Facilitates job evaluation,

Facilitates Introduction of rational wage structure.

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METHODS OF JOB ANALYSIS

Interview

Questionnaire

Checklist

Diary

Technicalconference

Observation

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METHODS OF JOB ANALYSIS

Following are the Methods of Job Analysis :

Diary :In this method the workers are asked

to maintain and keep daily records or list of activities they are doing on every day.Interview :Interview method is auseful tool of job analysis. It

includes structured Interviews,unstructured interview,open-ended questions.

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METHODS OF JOB ANALYSIS

Following are the Methods of Job Analysis :

Questionnaire A questionnaire is a

instrument consisting of a series of questions for the purpose of gatheringinformation from respondents.Checklists :Checklist is job analysis methodbase on an inventory of jobelements. Question about keyresponsibility areas; organization;decision making ;etc.

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METHODS OF JOB ANALYSISFollowing are the Methods of Job Analysis :

Technical conference :. Technical conferenceis a useful tool of job analysis base onSubject Matter Experts (SMEs). SMEsconduct brainstorming sessions to identify

job elements. SMEs can use all job analysismethods in here.

Observations :Method to observe andrecord behavior / events / activities / tasks/duties while something is happening.

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PURPOSE OF JOB ANALYSIS

Purposes of Job Analysis are given as follows :

Job description & specification,Recruitment and Selection,Job evaluation,Job design,Compensation,Performance Appraisal,Training,Compliance with labor law.

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INTRODUCTION TO JOB DESIGN

Job + design = Job design.Job = A paid position of employment, task.

Design = Simplifying the tasks to beperformed.Thus, Job Design refers to a simplified andsystematic attempt to organize tasks, dutiesand responsibilities into a unit of work inorder to achieve objectives.

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FACTORS AFFECTING JOB DESIGN

1 . Organizational Factors.

Characteristics of Task.Work flow.

Ergonomics.Work practices.

2. Environmental Factors.

Employees abilities and availability.

Social and cultural expectations.3. Behavioral Factors :

Feedback .Autonomy .

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METHODS OF JOB DESIGN

Job enrichmentSelf directed teams

Job enlargement

Job rotationHigh performance work design

Job simplification

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METHODS OF JOB DESIGN

Following are the Methods of Job Analysis :

1 . Job simplification : It is a technique where

job is simplified or specialized in an easiermanner.

2. Job rotation : It gives a broader exposureand enables to understand the working of different jobs.

3. Job enlargement : Expanding the scope of the job.

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METHODS OF JOB DESIGN

4 . Job enrichment : Helps in motivatingemployees to take more initiative in theassigned job.

5. Self directed teams : It is a group of employees who are responsible for a wholework process.

6. High performance Work Design : It is atechnique of improving performances of anemployee .

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INTRODUCTION TO JOB

EVALUATIONJob + evaluation = Job evaluation.Job = A paid position of employment, task.

Evaluation = Valuation/Scientificcomparison.Thus, Job Evaluation is a process of systematically determining the relative

worth of jobs to create a job structure forthe organization.

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FEATURES OF JOB EVALUATION

Determines relative worth of jobs in anorganization.It is based on analysis of the facts

about a job.Helps to bring a balanced wagestructure in an organization.

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OBJECTIVES OF JOB EVALUATION

Making comparative and unbiased study of different jobs in an organization.

To establish satisfactory wage and salary

differentials.Proper training and selection of employees.To establish cordial employee-employerrelationship.

To determine pay rate for each job.To establish a basis of salaries and wages forthe same categories of jobs.

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ASPECTS OF JOB EVALUATION

Job Evaluation AssumptionsA measure of job Content has an innate value outside of

external market. content

A measure of relative value. Relevant groups can reach consensus onrelative value

Link with externalinformation.

Job worth cannot be specified withoutexternal market .

Measurement device Honing instruments will provide objectivemeasures

Negotiation Invites participation.

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ADVANTAGES OF JOBEVALUATION

Making comparative study of different jobsin an organization.

To establish satisfactory wage and salary

differentialsTo establish cordial employee-employerrelationship.To determine pay rate for each job.

To establish hierarchy of jobs.To avoid injustice to employees.

It removes vague feelings and suspicion of unfairness.

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METHODS OF JOB EVALUATION

Factor comparisonmethod

The Point Ratingmethod

Ranking/Gradingmethod

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METHODS OF JOB EVALUATION

Following are the methods of Job Evaluation :

Ranking/Grading method : Jobs are arrangedin order of importance .Factor Comparison method : Description of common key factors of different jobs .Point Rating method : In this method a

series of rating scales is constructed one foreach of the factors which are important inthe work position .

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EFFORTS BY:

RIDDHI P [94]ASHISH J [ ]DEVANG K [ ]POOJA G [ ]ANIL H [ ]BHAVIN S [ ]