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JOB INFORMATION
JOB DESIGN
Job design is defined as the process of deciding on
the content of a 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 job holder and his,
superiors, subordinates and colleagues."' Two
important goals of job design are:
To meet the organizational requirements such as
higher productivity, operational efficiency, quality
of product/service etc. and
To satisfy the needs of the individual employees
like interests, challenge, achievement) or
accomplishment, etc.
5
Work
2. HUMAN APPROACH
The
According
12
JOB ROTATION
Job
14
This
This
15
JOB ENLARGEMENT
Job
16
JOB ENRICHMENT
Job
JOB MORPHING
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JOB ANALYSIS
WHAT IS A JOB?
JOB DESCRIPTION
Job
organization of jobs
Proper
recruitment or staffing in the
organization
Assigning jobs to people by communicating to
them about their duties and responsibilities
and by setting job standards.
Reviewing performance of the people
Improving performance through appraisal and
training
Rewarding employees
Duty
Should
Should
Duties
organization of jobs
Proper
recruitment or staffing in the
organization
Assigning jobs to people by communicating to
them about their duties and responsibilities
and by setting job standards.
Reviewing performance of the people
Improving performance through appraisal and
training
Rewarding employees
Should
JOB SPECIFICATION
Job Specification is a statement derived from the job
analysis process and the job description. Of the
characteristics that an individual would need to possess
in order to fulfill the requirements of a job
Job
specification include education or experience
required to do the job. It also includes special knowledge
and skill set necessary to carry out the job.
In addition, Job specification also identify the soft skills
like, interpersonal skill, analytical ability, problem
solving skill or decision making skills.
Job specification helps in the evaluation of the jobs and
at the same time it defines the attributes required for a
job position, which are required while going for
recruitment.
Work
JOB EVALUATION
Job
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To
To
To reduce turnover.
To improve output.
To improve morale.
To reduce loss of time due to wage
negotiation and disputes.
To reduce the complaints regarding
wages.
To reduce wage and salary anomalies.
ratings
Factor Comparison.
method:
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For Example:
Jobs: A B C D
Arrangements on departmental level:
Department -1
Department -2
Jobs Ranks
Jobs Ranks
B
3
A
4
Department -3
Jobs Ranks
A
4
Classification Method:
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For Example:
Factors
A (Skills)
1
2
3
4
5
Point Values
500
100
125
75
150
50
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Point Method:
In this method the evaluator first of all decides a number of
factors Which are more or less common to all jobs of the
organization. Then some point values / weight values are
assigned to each of these factors on the basis of their relative
importance to the jobs of the organization.
Method:
For Example:
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Factors
Point Values
B (Efforts)
250
1
50
2
50
3
50
4
50
5
50
Each degree is awarded certain points, these points are totaled
and then they indicate the importance of job.
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