HRM - Job Analysis
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Job Analysis Himanshu Ahire Roll No 13 1
description
HRM Job Analysis presentation
Transcript of HRM - Job Analysis
Job Analysis
Himanshu AhireRoll No 13
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Objective
The Nature & Process of Job Analysis
Factors Affecting Job Design
Techniques of Job Design
Job Design
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Why Do we need Job Analysis ?
•The Entrepreneur Role•The Manager Role•The Technician Role
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Job AnalysisJob Analysis : Job analysis is a procedure through which management can determine the duties of a particular job in a organization & the characteristics of people to hire for job.
Job Description : A list of what the job entails.
Job Specification : What Kind of people should be hired for job
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Recent Trends
De-jobbing, TQM, Six Sigma
Skill Matrix Approach
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The Process of Job Analysis
1. Strategic Choices
2. Gather Information
3. Process Information
Job Description
Job Specification
Application In the Organization
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Step:1 Strategic Choices
Extent Employee Involvement
The Level Of Details
Timing & Frequency
Past Vs Future Oriented
Source Of Job Data
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Step:2 Information Gathering
What Type Of Data To be collected ?
What Methods used for data collection ?
Who Should Collect Data ?
Information Gathering
InterviewObservationQuestionnairesChecklist (Yes/No)Technical ConferenceDiary
Trained AnalystSupervisorJob Holder
Work ActivitiesMachines , Tools usedJob ContextPersonal Requirement
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Step:3 Information Processing
Job Description
Job Title
Range
Department
Immediate level subordinates
Objective of Job
Duties & Responsibilities
Job Specification
Employee Qualification
Skill & Abilities
Experience Required
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Uses of Job Analysis
Recruitment & Selection
Training & Development
Job Evaluation
Remuneration
Performance Appraisal
Personal Information
Safety & Health
Human Resource Planing
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Job Design
Job Design : Involves conscious efforts to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives.
The specification of Individual Task
Three Steps for Job design
Methods to perform these Task
The combination of tasks into specific job
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Factors Affecting Job Design
Organizational Factors
Environmental Factors
Behavioral Factors
Job Design
Productivity & Satisfying
Job
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Factors Affecting Job Design
Organization Factors
Environmental Factors
Behavioral Factors
• Task Characteristics (how many Tasks ? Complexity of Task ? )• Work Flow•Ergonomics
•Employee ability & availability •Social & Cultural Expectation
•Feedback•Use of abilities•Variety in Job
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Job Design ApproachesIm
pact
Complexity
High
Medium
Low
Low Medium HighJob Rotation
Job Engineering (Specialization)
Job Enlargement (Add Task)
Job Enrichment(motivation)
Socio-technical System
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Job Rotation
Advantages
• Add Job Variety• Reduce Boredom• Development of Employee skills• Create Flexibility
Disadvantages
• Increase Training Cost • Time Lost• Demotivate certain people
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Job Engineering (Specialization)
Advantages
• Fast Learning Curve• Fast work cycle • Job Replacement Simple• Less supervision Required
Disadvantages
• Create Boring Jobs• Job holder may ge demotivated• Performance decline over time
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Job Enlargement ( Add more Task)
Advantages
• Task Variety• Meaningful work modules• Ability utilization• Performance Feedback
Disadvantages
• Increase training cost • Redesign existing production line• Increase Pay
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Job Enrichment ( Motivation)
Advantages
• Increase Task Efficiency • Increase Satisfaction, Motivation• Grater Recognition• Job Involvement
Disadvantages
• ‘Enrich’ is a relative Term• Assumption “People want more Responsibility”• Difficult to Implement
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Socio-technical Systems
The Social System
The Technical System
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Recent Issues in Job design
• Telecommuting ( Work From Home)• Alternate work pattern ( Shifts/alternate day)• Technostress ( Rummers )• Knowledge Intensive work
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Thank You
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