44968703-Job-Analysis-Job-Design-and-Job-Evaluation

Job Analysis , Job Design and Job Evaluation: 

Job Analysis , Job Design and Job Evaluation

Index : 

Index Job analysis Definition ,purpose ,importance ,methods Job design Meaning ,definition ,factors affecting , Main approaches to job design Job evaluation Definition, features, importance, methods, process

Slide 3: 

PILLAI COLLEGE T. Y. BMS “C” SUBMITTED TO-PRERNA MAAM

Group members : 

SUMIT SHEKHWAT 3527 AKANSHA SINGH 3532 ABHILASHA SRIVASTAVA 3540 CHARU UPADHYAY 3551 AMIT JAIN 0559 Group members

ABHILASHA: 

ABHILASHA ROLL NO: 3540

Job Analysis: 

Job Analysis

Definition of 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”

Importance /uses of Job Analysis 1.Facilitates proper publicity of job: 

Importance /uses of Job Analysis 1.Facilitates proper publicity of job

2.Selection of psychological test: 

2.Selection of psychological test

3.Facilitates purposeful interviews: 

3.Facilitates purposeful interviews

4.Facilitates appropriate medical examination: 

4.Facilitates appropriate medical examination

5.Facilitates scientific selection placement and orientation : 

5.Facilitates scientific selection placement and orientation

6.Facilitates scientific promotions and transfers : 

6.Facilitates scientific promotions and transfers

7.Facilitates performance appraisal: 

7.Facilitates performance appraisa l

8.Facilitate manpower training and development program: 

8.Facilitate manpower training and development program

9.Facilitates introduction of rational wage structure: 

9.Facilitates introduction of rational wage structure

10.Facilitates human resources planning: 

10.Facilitates human resources planning

11.Facilitates job evaluation 12.Facilitates redesigning of jobs: 

11.Facilitates job evaluation 12.Facilitates redesigning of jobs

CHARU: 

CHARU ROLL NO: 3551

Methods of collecting job data: 

Methods of collecting job data Job data Job performance Check list Interview Critical incidents Daily records Questionnaire Personal observation

Job Design: 

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: 

Job Design involves following steps

Factors Affecting Job Design: 

Factors Affecting Job Design

Main approaches to Job Design: 

Main approaches to Job Design a)Job rotation b)Job enlargement c)Job enrichment d)Self managing teams e)High performance work design

a)Job Rotation: 

a)Job Rotation

Benefits of 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: 

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

AMIT JAIN: 

AMIT JAIN ROLL NO: 3559

b)Job Enlargement: 

b)Job Enlargement

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: 

c)Job Enrichment

Advantages of Job Enrichment: 

Advantages of Job Enrichment

Limitations of Job Enrichment: 

Limitations of Job Enrichment

d)Self managing teams: 

d)Self managing teams

Types of work teams: 

Types of work teams Self – directed work team Special purpose teams Quality circle Production call

SUMIT SHEKHAWAT: 

SUMIT SHEKHAWAT ROLL NO: 3527

e)High performance work design: 

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: 

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

Slide 39: 

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 : 

Job Evaluation

Definition of 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 : 

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.

AKANSHA SINGH: 

AKANSHA SINGH ROLL NO: 3532

Importance of Job Evaluation : 

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

Slide 45: 

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: 

Methods of Job Evaluation

Process of Job Evaluation: 

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

THE END: 

THE END