In this presentation, every possible effort has been made to highlight the major aspects related to the topic i.e. Human Resource Management.

1. JOB ANALYSIS, JOB DESIGN

2.  Human Resource Management
 Nature of HRM
 Scope of HRM
 Good HR Practices
 Job Analysis
 Uses of Job Analysis
 Process of Job Analysis
 Types of Job Analysis
 Job Description & Job Specification
 Job Design
 Job Design Approaches

3. HUMAN RESOURCE MANAGEMENT:
Human Resource Management is a process of bringing people
and organization together so that the goals of each are met.
It may be defined as the art of procuring recruitment, training,
developing, & maintaining competent work force to achieve
the goals of an organization in an effective & efficient
manner.

4. 1. Pervasive Force
2. Action Oriented
3. Individual Oriented
4. People Oriented
5. Future Oriented
6. Development Oriented
7. Interdisciplinary Function

5. Personnel Aspects: This is concerned with manpower, planning,
recruitment, selection, placement, transfer, promotion, training &
development, etc.
Welfare Aspects: It deals with working conditions and amenities
such as canteens, rest rooms, lunch rooms, housing, education,
health & safety, ambulance, etc.
Industrial Aspects: This covers union-management relation, joint
consultation, collective bargaining, grievance & disciplinary
procedures, settlement of disputes etc.

6. 1. Attract & Retain Talent
2. Develop Loyalty & Commitment
3. Develop Skills & Competencies
4. Enhance Standard of Living
5. Generate Employment Opportunity
6. Improve Job Satisfaction
7. Increase Productivity & Profits
8. Promote Team Spirit
9. Train People for Challenging Roles

7. JOB ANALYSIS :
Job Analysis is a formal & detail examination of jobs. It is a
systematic investigation of the tasks, duties & responsibilities
necessary to a job. It refers to a complete and organized
study of jobs to understand the characteristics of the people to
be hired for a vacant positions in an organization.
“Job Analysis is the process of studying and collecting
information relating to the operations & responsibilities of
specific job.” – Edwin B. Flippo

8. 1. Human
Resource
Planning
2.
Recruitment
3. Selection
4. Placement
& Orientation
5. Training
6. Employee
Safety
7.
Performance
Appraisal
8. Job Design
9. Job
Evaluation
10. Discipline

9. Organizations Analysis
Selection of representative position to
be analyze
Collection of Job Analysis data
Preparation of Job Description
Preparation of Job Specification

10. Job
Description
Job
Specification
Types

11.  “Job Description is
organized factual
statement of the duties
& responsibilities of a
specific job. It should
tell what is to be done,
how it is done & why?”
- Edwin Flippo
 “Job Specification is a
statement of minimum
acceptable human
qualities necessary to
perform a job.” -Edwin
Flippo

12. JOB ANALYSIS
Job Description:
• Job Title
•Job Location
•Job Summary
•Duties
•Machines, Tools &
Equipments
•Materials & forms Used
•Supervision given or
received
•Working Conditions
• Hazards
Job Specification:
•Qualification
•Experience
•Training
•Skills
•Responsibilities
•Emotional
characteristics
•Sensory Demands

13. Job design is the process of deciding on the content
of a job in terms of duties & responsibilities; on the
methods to be used in carrying out the job, in terms
of techniques, systems & procedures and on the
relationships that should exist between the job
holder and the superiors, subordinates and
colleagues.
JOB DESIGN

14. Job Rotation
Job Engineering
Job Enlargement
Job Enrichment
Socio-Technical
system
JOB DESIGN APPROACHES

15. SUBMITTED BY: SAMANVAY JAIN
Roll No: 1605470077
Batch: MBA 2nd Sem.
(2016-17)
THANK YOU
Submitted To: Ms. Chhaya Mani
Tripathi (Lecturer)