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Job AnalysisDefined as the process of studying and collecting informationrelating to the operations and responsibilities o...
Benefits1. Lays the foundation for human resource planning2. Helps to indicate training needs3. Helps to put together work...
Job DescriptionDefined as a statement that explains the jobInclude: Job Title Location Job Summary Machines, Tools & E...
Job SpecificationDefined as a statement that indicates human qualifications necessary to do the jobInclude: Educational Q...
Job Analysis ProcessStrategic ChoicesGather InformationProcess InformationJob DescriptionJob Specification
Strategic ChoicesInclude:1. Extent of employee involvement Depends upon the need of organisation & employees Too much em...
Strategic Choices Cont..3. Timing and frequencyConducted when: An organisation is newly established A new job is created...
Strategic Choices Cont..5. Source of Job dataCategorised asA. Non- human sourcesInclude:i. Existing job descriptions and s...
Gathering informationInvolves 3 stepsInclude1. Type of data to be collectedDepends upon:i. Enduse of informationii. Time a...
Processing InformationRefers to the analysis of the collected information through various means thatshould result in Job d...
Job DesignRefers to the process of assigning tasks to the job, including interdependency ofthose tasks with other jobsJob ...
Job Design- Factors AffectingInclude:1. Organisationali. Characteristics of tasksii. Work flowiii. Ergonomics2. Environmen...
Job Design - Approaches1. Job Rotation2. Job Engineering3. Job Enlargement4. Job Enrichment5. Socio- Technical Systems
Job Design – Contemporary Issues1. TelecommutingRefers to the use of microcomputers, networks and communication systems to...
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Hrm basics

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Hrm basics

  1. 1. Job AnalysisDefined as the process of studying and collecting informationrelating to the operations and responsibilities of a specific jobThe main focus of Job analysis is on the Job, not on theindividual holding the jobProducts – Job Description & Job Specifications
  2. 2. Benefits1. Lays the foundation for human resource planning2. Helps to indicate training needs3. Helps to put together work groups or teams4. Provide as a basis for recruitment5. Provide as a basis for compensation7. Helps to describe the physical needs of various jobs to determine thevalidity of discrimination complaints7. As a basis for coordinating safety and health concerns8. As an input for strategic planning
  3. 3. Job DescriptionDefined as a statement that explains the jobInclude: Job Title Location Job Summary Machines, Tools & Equipment to be used Materials to be used Supervision needed Working conditions Hazards
  4. 4. Job SpecificationDefined as a statement that indicates human qualifications necessary to do the jobInclude: Educational Qualification Experience Training Physical Effort Physical Skills Communication Skills Emotional Characteristics Sensory demands such as sight, smell, hearing
  5. 5. Job Analysis ProcessStrategic ChoicesGather InformationProcess InformationJob DescriptionJob Specification
  6. 6. Strategic ChoicesInclude:1. Extent of employee involvement Depends upon the need of organisation & employees Too much employee involvement result in bias in favour of the job Less employee involvement creates suspicion among employees regardingthe motive of Job Analysis2. Level of details of Job AnalysisDepends on – Nature of Job which is analysingPurpose for which job related details are collected
  7. 7. Strategic Choices Cont..3. Timing and frequencyConducted when: An organisation is newly established A new job is created Change of Job due to technology change For introducing new remuneration plan To overcome the inequalities between effort and remuneration4. Past-oriented versus Future-orientedExists a need because of the rapid change of technology
  8. 8. Strategic Choices Cont..5. Source of Job dataCategorised asA. Non- human sourcesInclude:i. Existing job descriptions and specificationsii. Equipment maintenance recordsiii. Equipment design blueprintsiv. Films of employee workingv. Training manuals, magazines & newspapersB. Human sourcesInclude:i. Job analystsii. Job incumbentsiii. Supervisorsiv. Job experts
  9. 9. Gathering informationInvolves 3 stepsInclude1. Type of data to be collectedDepends upon:i. Enduse of informationii. Time and budget constraints2. Methods of data collectionInclude:i. Interviewii. Questionnairesiii. Checklistsiv. Technical conferencev. Diary methodsQuantitative Techniquesi. Position Analysis Questionnaireii. Management Position Description Questionnaireiii. Department of Labour Procedureiv. Functional Job Analysis
  10. 10. Processing InformationRefers to the analysis of the collected information through various means thatshould result in Job description and Job specification
  11. 11. Job DesignRefers to the process of assigning tasks to the job, including interdependency ofthose tasks with other jobsJob design follows Job analysisInvolves 3 steps:1. Specification of individual tasks2. Specification of methods performing each task3. Combination of tasks into specific jobs to be assigned to individuals
  12. 12. Job Design- Factors AffectingInclude:1. Organisationali. Characteristics of tasksii. Work flowiii. Ergonomics2. Environmentali. Employee Ability and Availabilityii. Social and Cultural Expectations2. Behaviourali. Feedbackii. Autonomyiii. Whether the job helps to use job holders ability/ notiv. Variety of jobs to be performed
  13. 13. Job Design - Approaches1. Job Rotation2. Job Engineering3. Job Enlargement4. Job Enrichment5. Socio- Technical Systems
  14. 14. Job Design – Contemporary Issues1. TelecommutingRefers to the use of microcomputers, networks and communication systems todo work from home which was traditionally done in the workplace2. Alternative Work PatternRefers to Job sharing in terms of timing3. Task RevisionProcess of correcting incorrectly defined jobs4. Knowledge workJobs are to be designed such that human brains do have some contributionrather than a mere repetitive process5. Business Process ReengineeringProcess of making the Company adaptable and oriented towards continuouschange

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