job analysis , job design and job evaluation

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