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Job Analysis , Job Design and Job Evaluation
Index Job analysisDefinition ,purpose ,importance ,methods Job design Meaning ,definition ,factors affecting , Main approaches to job design Job evaluationDefinition, features, importance, methods,process
S. K. Somaiya College
T. Y. BMS “A”
SUBMITTED TO-ABHISHEK SIR
Ankita hamirani 43
Pooja chavhan 20
Runita moghe 77
Mansi jalgoankar 55
Naina barlolloo 05
Sonu mishra 76
Swapnil kharade 63
Nikunj boricha 17
Nikhil bhanushali 09
Group members
Job Analysis
Definition of Job Analysis According to EDWIN FLIPPO “job analysis is the process of studying and collecting information relating to the operations and responsibility of a specific job”
According to DAVID A.DECENZO and STEPHEN P.ROBBINS
“job analysis is a systematic exploration of activities within a job.it is a basic technical procedure ,one that is used to define the duties ,responsibilities and accountabilities of a job”
Purpose of Job Analysis Employee hiring i.e recruitment and selection Training and development of manpower Job evaluation and compensation
management Performance appraisal and work standards Computerization of personnel information
system Employees safety and health Job redesigning
Importance /uses of Job Analysis
1.Facilitates proper publicity of job
2.Selection of psychological test
3.Facilitates purposeful interviews
4.Facilitates appropriate medical examination
5.Facilitates scientific selection placement and orientation
6.Facilitates scientific promotions and transfers
7.Facilitates performance appraisal
8.Facilitate manpower training and development program
9.Facilitates introduction of rational wage structure
10.Facilitates human resources planning
11.Facilitates job evaluation
12.Facilitates redesigning of jobs
13.Miscellaneous advantages of Job Analysis
Facilitates manpower planning
Facilitates job engineering
Provides health and safety to employees
Methods of collecting job data
Job data
Job performance
Check list
Interview
Critical incidents Daily records
Questionnaire
Personal observation
Job Design Meaning
It is a logical sequence of job analysis Job design involves systematic attempt to organize tasks ,duties and responsibilities into a unit of work to achieve certain objective. It is the division of total task to be performed into manageable units-departments and divisions and to provide for proper integration.
Job Design involves following steps
a)• The specification of individual task
b)• The specification of methods of performing
each task
c)
• The combination of task into specific jobs to be assigned to individuals working into organization
Definition of Job Design According to Michael Armstrong, ”job design is the process of deciding on the contents of job in terms of its duties and responsibilities, on the methods to be used in carrying out the job, in terms of techniques ,systems and procedures ,and on the relationships that should exist between the jobholder and his superiors , subordinates and colleagues”
Factors Affecting Job Design
Organizational factors
• Characteristic of task
• Work flow• Ergonomics• Work
practices
Environmental factors
• Employee abilities and availability
• Social and cultural expectations
Behavioral factors
• Feed back• Autonomy• Use of
abilities• Variety
Main approaches to Job Design
a)Job rotationb)Job enlargementc)Job enrichmentd)Self managing teamse)High performance work design
a)Job Rotation
Benefits of Job Rotation Raises intrinsic reward potential of job Beneficial to the organization Worker becomes competent in several
jobs Improves interdepartmental co-operations Motivates employees Reduces boredom Develops wide skills among workers
Drawbacks of Job Rotation No effect on employee enthusiasm and
efficiency Reduces interest in the job No effect on relationships among tasks Increases training cost and the flow of
work affected
b)Job Enlargement
Job Enlargement Job enlargement means increasing the
scope of a job through extending the range of its job duties and responsibilities
This is also called horizontal job loading and is possible in the case of manual ,technical ,and clerical job holders
It does not increase the depth of a job
c)Job Enrichment
Advantages of Job Enrichment
advantages
Beneficial to employees and management
Meets psychological
needs of workersActs as a motivator
Limitations of Job Enrichment
Limitations
Success depends on psychology on
employee
Needs support of employee motivation
Oppositions from unions
d)Self managing teams
Types of work teams
Self – directed work team
Special purpose teams
Quality circle
Production call
e)High performance work design This means improving performance in
an environment where positive and demanding goals are set. In many organizations , such high performance work design does not work effectively
Steps under high performance work design Management must decide clearly what it needs
in the firm of new technology or new methods of production and the results expected from its introduction
Management sets goals and standards for success
Multi-skilling is encouraged Self- managed teams or autonomous groups are
established Support systems are provided for material supply
Managers and team leaders adopt a supportive rather than an autocratic style
Thorough training is carried out as per assessment of training needs
Payment system is designed with employee participation to fit their needs as well as those of management
Payment mat be related to team performance , but with skill – based pay for individuals
A” peer performance review” process may be used
Job Evaluation
Definition of Job Evaluation According to EDWIN B. FLIPPO, ”job evaluation is a systematic and orderly process of determining the worth of a job in relation to other jobs.”
Features of Job Evaluation Determines the relative worth of jobs Based on the analysis of the facts about
job To bring a balanced wage structure Needs to be differentiated from job
analysis and performance analysis.
Importance of Job Evaluation Clearly indicates the relative worth of
different jobs in an organization It establishes a hierarchy of jobs and
evolves a graduated wage scale for employee
It is useful for introducing a satisfactory, rational and balanced wage structure in an organization
It promotes employees goodwill
It provides scientific base for promotions and transfers of workers
It avoids injustice to workers as regards wage payment, promotion and transfers
It removes vague feelings and suspicions of unfairness, favoritism.
It makes promotions and transfers more easily acceptable
It removes grievances and disputes among employees
Methods of Job Evaluation• Ranking or job
comparison• Grading or job
classification
Non-quantitative
• Point rating• Factor comparisonQuantitative
Process of Job Evaluation Securing acceptance from employees Creating / forming job evaluation
committee Finding /deciding the jobs to be evaluated Analyzing and preparing job description Selecting the method of evaluation Classifying jobs Installing he program Periodical review