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HUMAN RESOURCE MANAGEMENT

MDI NMP-24

Presented By: Group 3

Anish Gupta 05

Krishnakumar Chirakkal 10

Darshan Joshi - 11

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JOB ANALYSIS

Organizations consists of positions

that have to be staffed. Job

Analysis is the procedure throughwhich you determine the duties of

these positions and the

characteristics of the people tohire for them.

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The information produced by job

analysis is used for

Job Description: What the job entails

Job Specification: What kind of people to

hire for the job

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Information collected via the

job analysis:

Work activities

Human behaviorMachines, tools, equipment, work aids

Job-related tangibles and intangibles

Performance standards

Job context

Human requirements

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Uses ofJob Analysis information

Human Resource Planning

Recruitment and Selection

CompensationPerformance Appraisal

Training and Development

Job EvaluationDiscovering Unassigned Duties

Safety and Health

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Steps in Job Analysis

1. Decide how you will use the information

2. Review relevant background information such

as organization charts, process charts, and job

descriptions3. Select representative positions

4. Actually analyze the job

5. Verify the job information with the workerperforming the job and with his or her immediate

supervisor

6. Develop a job description and job specification

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Job Description

Job description is a written document that identifies,

defines and describes a job in terms of its duties,

responsibilities, working conditions, and specifications

Elements of Job Description

Job Identification

Job Summary

Responsibilities and Duties

Authority of the IncumbentStandards of Performance

Working Conditions

Job Specifications

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JOB IDENTIFICATION Contains the job title , location , FLSA(Fair Labor

Standards Act) status , Immediate supervisors title

Example :

JOB SUMMARY Describes the general nature of the job,and includes only

its major functions or activities

Elements ofJob Description

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RESPONSIBILITIES AND DUTIES Lists the jobs major responsibilities and

duties

Elements ofJob Description

Source www.jobdescriptor.com

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RESPONSIBILITIES AND DUTIES cont.

Elements ofJob Description

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WORKING CONDITIONS The Job description may list the workingconditions involved on the job

Elements ofJob DescriptionSTANDARDS OF PERFORMANCE- Lists the standards the

employee is expected to achieve under each of the job

descriptions main duties and responsibilities

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JOB SPECIFICATION It lists the worker characteristics needed to perform

the job successfully what human traits and experience are required to do

this job well?

Elements ofJob Description

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JOB DESIGN

JOB DESIGN involves conscious efforts toorganise tasks, duties and responsibilitiesinto a unit of work to achieve certainobjectives.

Balancing the requirements of theorganization and job holder key to asuccessful job design

Implications of how well the job isdesigned

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FACTORS AFFECTING JOB

DESIGNy Organizational

Characteristics of Task

Workflow

Ergonomics

Work Practices

y Environmental Employee abilities and availability

Social and Cultural expectations

y Behavioral Feedback

Autonomy

Use of Abilities

Variety

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JOB DESIGN APPROACHES

High

Medium

Low

Low Medium High

Complexity

Impact

Job

Rotation

Job Engineering

Job

Enlargement

Job Enrichment

Socio-technical systems

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THANK YOU