DJA is something that stretches peoples, pushes them out of their comfort zone and requires them to think and act differently”.

1. UNIT V
DJA
DEVELOPMENTAL JOB ASSIGNMENT
JANANI N (16MB1015)CIMA
T

2. Job Assignment
 Job Assignments are tasks given to employees or
any worker in the organisation.
 Two ways
Long term assignment
Short term assignment

3. Long Term Assignment
 Tenure of 3-5 years.
 It include transfer & placement, promotion.
 Increase in responsibilities.
 No increase in salary scale.

4. Short Term Assignment
 Tenure of one week to a year.
 It include sudden transfer, suspension, illness or
death.
 Increase in responsibility and salary for an
temporary period.

5. DJA
 Developmental Job Assignment (DJA)
 DJA is an On-the-job development (OJD)
 DEFINITION “DJA is something that stretches
peoples, pushes them out of their comfort zone and
requires them to think and act differently”.
 It provides opportunities for learning new behaviors,
to create new performance benchmarks & for
ensuring overall development of competencies.

6. Job transition
 Job transition is a change in work roles and
responsibilities. Example: change in job content,
status or location.
 It occurs when moving from one function area to
another function in the same organization or different
organization. Example: Person shift from marketing
to HR functional area.

7. Task Characteristics
 Assignments have clear goal to be achieved but
how to go about it is unknown. In such situations
managers has freedom to think independently and
decide how to do it.

8. Task Characteristics (cond..)
 Nature of work in DJA is characterized by,
 Higher responsibility
 Unfamiliarity
 High risk
 Unprecedented problems
 Wide scope
 Greater visibility
 External pressures

9. DJA Process
Identify the
person
Identify the
job
Support the
performance
Match the
person
and job
PROCESS OF DJA

10. Identify the person
 First step – identification of employees needing
developmental assignment.
 Preferable if employees volunteer to take up
DJA’s.
 They volunteer or management suggests it; the
concerned employees needs to be informed
clearly both the challenges and opportunities.
DJA Process

11. Identify the job
 Study the literature available on DJA to identify
the jobs.
 Jobs spread across different jobs functions,
different managerial levels and different
geographical locations.
DJA ProcessDJA Process

12. Match the person and job
 Fixing of person needing assignment and his
limitations.
 Certain limitations can be overcome by learning
but others cannot be changed.
DJA Process

13. Support the performance
 A learning climate has to be created for the
assignment to be successful rather than challenge.
4
DJA Process

14. Reference
 Text book
- G Pandu Naik “Training And Development”
text, research and cases, first edition, New Delhi,
2007.
 Page numbers
- 453 - 466

15. Any clarifications- Mail @ jananinatarajan3@gmail.com