Hr & jd
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This chapter discusses two approaches to human resources and job design: efficiency and employee satisfaction. It explores how organizations can effectively manage labor and design jobs to attract and communicate requirements to employees. The chapter also examines constraints on operational managers in making decisions around labor planning, job design, and labor standards. Ethical standards and challenges in the work environment are also addressed.
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Job design
Job design involves determining the contents, duties, responsibilities, and relationships within a job. The goals are to improve satisfaction, quality, and reduce problems like absenteeism. Techniques include job rotation to enhance motivation through multi-skilled workers, job enlargement which allows workers more autonomy over pace and quality control, and job enrichment which grants autonomy over planning and execution. Job descriptions cover the work itself while job specifications outline the required qualities.
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Human Resources Planning involves forecasting an organization's future human resource needs and ensuring the right people are available. It includes forecasting demand and supply of human resources. Demand forecasting considers internal factors like production levels and external factors like the economy. Supply forecasting analyzes existing employees and potential internal and external candidates. Job analysis is the process of gathering information about specific jobs through methods like interviews, observation, questionnaires and panels of experts. It involves creating job descriptions of tasks and duties and job specifications of required qualifications.
Job design
Job design involves structuring jobs to improve performance and motivation by considering the tasks, responsibilities, relationships, and methods required. Effective job design expands roles to enhance flexibility and satisfaction by providing variety, autonomy, feedback, and opportunities to fully utilize employee abilities. While scientific management minimized skills and autonomy, modern approaches emphasize teamwork, multi-skilling, quality management, and redesigning roles to challenge workers and address both organizational and individual needs.
job discrimination,job specification and job analysis
This document discusses job descriptions and specifications. It defines a job description as a statement of the duties and responsibilities of a specific job, while a job specification outlines the minimum acceptable human qualities needed to perform a job. The document provides examples of the contents of a job description and specification. It also discusses the advantages and disadvantages of each, such as how they can help with recruitment and selection or take a long time to develop.
Job analysis & HR Planning (HRM)
This document discusses job analysis and human resource planning. It begins by defining job analysis as the process of gathering and analyzing information about job content, requirements, and context. This information forms the basis for human resource functions like recruitment, selection, training, and compensation. The document then describes various job analysis methods and discusses how job analysis is used to create job descriptions and specifications. It also outlines the key components and uses of human resource planning, including forecasting needs, identifying surpluses or shortages, succession planning, and techniques like Delphi.
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This document discusses job design in human resource management. It defines job design as deciding the contents of a job, including duties, responsibilities, and relationships. Proper job design is important for staffing as it can motivate highly efficient managers and improve productivity, while poor design can cause issues like absenteeism. Key aspects of job design include the tasks, how and when they are done, their order, and factors affecting the work. Benefits include allowing employee input, integrating training, and offering good work-rest schedules and physical adjustments. Factors like the individual, technological changes, and organizational needs impact job design.
Presentation on job specification
The document discusses job specifications and their importance. It defines job specifications as listing the knowledge, skills, and abilities required to satisfactorily perform a job. It contrasts job specifications with job descriptions, which describe the activities to be performed. The document provides examples of the components of job specifications, including required education, physical fitness, mental abilities, and experience. It discusses the advantages of job specifications for both management and employees. Specifically, job specifications help in selecting the right candidates, reducing turnover, and providing job security.
What is Job Description?
Job Description or JD includes scope of work, duties, Role responsibilities, the tasks linked with a Job. Learn what is Job Description in HRM, Meaning Definition, how to write a good job description include components, importance, benefits and advantages of writing or creating a good Job description.
For more information visit https://www.hrhelpboard.com/performance-management/job-description.htm
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Job design
Job design involves determining the contents, duties, responsibilities, and relationships within a job. The goals are to improve satisfaction, quality, and reduce problems like absenteeism. Techniques include job rotation to enhance motivation through multi-skilled workers, job enlargement which allows workers more autonomy over pace and quality control, and job enrichment which grants autonomy over planning and execution. Job descriptions cover the work itself while job specifications outline the required qualities.
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Human Resources Planning involves forecasting an organization's future human resource needs and ensuring the right people are available. It includes forecasting demand and supply of human resources. Demand forecasting considers internal factors like production levels and external factors like the economy. Supply forecasting analyzes existing employees and potential internal and external candidates. Job analysis is the process of gathering information about specific jobs through methods like interviews, observation, questionnaires and panels of experts. It involves creating job descriptions of tasks and duties and job specifications of required qualifications.
Job design
Job design involves structuring jobs to improve performance and motivation by considering the tasks, responsibilities, relationships, and methods required. Effective job design expands roles to enhance flexibility and satisfaction by providing variety, autonomy, feedback, and opportunities to fully utilize employee abilities. While scientific management minimized skills and autonomy, modern approaches emphasize teamwork, multi-skilling, quality management, and redesigning roles to challenge workers and address both organizational and individual needs.
job discrimination,job specification and job analysis
This document discusses job descriptions and specifications. It defines a job description as a statement of the duties and responsibilities of a specific job, while a job specification outlines the minimum acceptable human qualities needed to perform a job. The document provides examples of the contents of a job description and specification. It also discusses the advantages and disadvantages of each, such as how they can help with recruitment and selection or take a long time to develop.
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This document discusses job analysis and human resource planning. It begins by defining job analysis as the process of gathering and analyzing information about job content, requirements, and context. This information forms the basis for human resource functions like recruitment, selection, training, and compensation. The document then describes various job analysis methods and discusses how job analysis is used to create job descriptions and specifications. It also outlines the key components and uses of human resource planning, including forecasting needs, identifying surpluses or shortages, succession planning, and techniques like Delphi.
What is Job Design???
This document discusses job design in human resource management. It defines job design as deciding the contents of a job, including duties, responsibilities, and relationships. Proper job design is important for staffing as it can motivate highly efficient managers and improve productivity, while poor design can cause issues like absenteeism. Key aspects of job design include the tasks, how and when they are done, their order, and factors affecting the work. Benefits include allowing employee input, integrating training, and offering good work-rest schedules and physical adjustments. Factors like the individual, technological changes, and organizational needs impact job design.
Presentation on job specification
The document discusses job specifications and their importance. It defines job specifications as listing the knowledge, skills, and abilities required to satisfactorily perform a job. It contrasts job specifications with job descriptions, which describe the activities to be performed. The document provides examples of the components of job specifications, including required education, physical fitness, mental abilities, and experience. It discusses the advantages of job specifications for both management and employees. Specifically, job specifications help in selecting the right candidates, reducing turnover, and providing job security.
What is Job Description?
Job Description or JD includes scope of work, duties, Role responsibilities, the tasks linked with a Job. Learn what is Job Description in HRM, Meaning Definition, how to write a good job description include components, importance, benefits and advantages of writing or creating a good Job description.
For more information visit https://www.hrhelpboard.com/performance-management/job-description.htm
job description and specification importance and practical practices
This document discusses job analysis and describes a job description and specification for a Branch Manager position at Allied Bank Ltd. It includes:
- The group members and introduction to job descriptions and their purposes
- Details of the Branch Manager job description, including responsibilities and reporting structure
- The job specification, including education, experience, skills, and age requirements
- Why job analysis and accurate descriptions/specifications are important for hiring the right candidates
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This document discusses job descriptions, job specifications, and the difference between the two. It provides details on:
- What a job description is and the typical sections it contains like job identification, duties and responsibilities, supervision, and working conditions.
- What a job specification is and the minimum qualifications it lists like physical, mental, psychological, and personal characteristics required to perform the job successfully.
- The key difference is that a job description outlines what the job duties are, while a job specification lists the minimum acceptable qualifications a person needs to have to do the job. Both are important tools that come from job analysis for selecting the right candidate for a role.
Job analysis-ppt
Job analysis is a systematic process of collecting information about job duties, responsibilities, skills, and requirements. This information is then used to create job descriptions, specifications, and evaluations. Job descriptions outline the tasks and responsibilities of a role, specifications list the minimum qualifications, and evaluations assess the relative value of different jobs in an organization. Common methods for collecting job analysis data include observation, interviews, questionnaires, and reviewing documents like diaries. The type of method used depends on factors like the number of jobs/employees, time constraints, and data needed. Well-designed questionnaires can be a cost-effective way to gather information from many incumbents.
Job analysis, job design, job specification
Job analysis is the process used to identify the tasks, duties, responsibilities, required skills, and working conditions of a job. It involves analyzing each job separately, rather than the person in the job. The results of a job analysis are used for training, performance reviews, compensation, and selection procedures. Common methods for conducting job analysis include interviews, questionnaires, observation, and reviewing work diaries.
Job description
A job description outlines the key duties and responsibilities of a specific position, including the job title, location, required qualifications, reporting structure, and tasks. It also lists any tools, equipment, or materials used, as well as working conditions and relationships with other roles. However, job descriptions can become outdated and limit flexibility as organizations and roles evolve over time.
Job design
The document discusses job design, which involves organizing job tasks and responsibilities to achieve objectives. It identifies factors like organizational structure, environment, and employee behavior that influence job design. The document also outlines several approaches to job design, including job engineering, job enrichment, job reengineering, and Hackman and Oldham's job characteristics model, which aims to improve employee motivation and performance.
16170042 job-analysis-ppt
Job analysis is a systematic process of collecting information about the tasks, duties, responsibilities, and requirements of a job. It involves determining the purpose, processes, and types of information collected through methods like observation, interviews, questionnaires, and expert panels. The outcomes of job analysis are used to create job descriptions, specifications, and evaluations. Job descriptions outline the duties and responsibilities of a role, specifications list the minimum qualifications, and evaluations determine the relative value and compensation of jobs. Questionnaires are a common and cost-effective method used to collect job analysis data, especially from large numbers of employees.
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Here are a few key points I would highlight if I were to recast the job advertisement:
- Provide more details on the job responsibilities and expectations to give applicants a clearer sense of the actual work involved.
- Emphasize the career growth opportunities and potential pathways within the organization to attract ambitious candidates looking to build a long-term career.
- Highlight any unique value propositions of working for a financial cooperative/microfinance organization to appeal to candidates interested in the social impact dimension.
- Consider including preferred academic majors/fields of study if relevant to screen for technical skills required.
- Mention the application process and timeline clearly to improve response rate.
- Use more inclusive language throughout to
Job description report
The document discusses the components and purpose of a job description. It defines a job description as a formal statement that defines the essential functions and worker requirements for a job. The major components of a job description include the job title, qualifications, responsibilities, physical/mental demands, and job duties. An accurate job description is important for recruitment, performance management, and employee understanding of job expectations.
Job Design
Here are a few thoughts on the relationship between worker happiness and productivity:
- Happy workers tend to be more engaged, motivated and satisfied in their work. This positive mindset can translate to higher quality work, better problem-solving skills, and increased effort and dedication to achieving goals. Unhappy workers may be less focused, efficient and committed.
- Feeling valued, respected and having some control over one's work are important factors that influence both happiness and productivity. Job designs and work environments that provide autonomy, feedback and opportunities for growth can boost both well-being and performance.
- Positive relationships with managers and coworkers also impact happiness at work. Supportive cultures where people feel they belong and can collaborate tend to see workers
Job analysis
This document discusses job analysis, which involves determining the duties, tasks, and activities of a specific job. It explains that job analysis answers questions about tools/materials used, job methods/processes, duties, critical tasks, job outcomes, necessary behaviors/skills. Information from job analysis is used to understand job nature/structure and employee qualifications. The document also describes job descriptions, which provide factual statements of job contents, and job specifications, which define minimum human qualifications. Both job descriptions and specifications are important for personnel management functions like recruitment, selection, training, and performance evaluation.
Job analysis and job description
The document discusses job analysis which involves reviewing job requirements, tasks, duties, skills, and equipment needed. The objectives are to determine the relative worth of jobs, assign compensation, facilitate categorization, set performance standards, and identify training gaps. The process involves planning, obtaining current job information, conducting research, establishing priorities, collecting job data, and redesigning jobs if needed. Techniques for analysis include job performance reviews, observation, critical incident reports, questionnaires, expert panels, and interviews. Benefits are matching the right people to the right jobs, developing job standards, estimating pay, and identifying development needs. Job descriptions define duties, relationships, results and components include the title, summary, location, responsibilities, tools, conditions
Job Analysis And Design
A good job analysis lays the foundation of a good staffing process. Making a sound Job description, a sound Job Specification are a key fundamentals.
Job design fahad
Job design involves describing job contents, tasks, and relationships to meet organizational, technical, and individual needs. An effective job design provides duties, incentives, resources, and compensation. Job design theories aim to optimize tasks, like scientific management which standardized and trained workers for accountable tasks. Proper job design motivates efficient managers, improving organizational efficiency and profits, while poor design causes problems like absenteeism. Job design approaches include enlargement, enrichment, simplification, rotation, and quality of life analysis.
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Job design is a part of Human resource management. It inclusive of various concepts such as Job rotation, job shifting etc
Job Analysis – The Process And Its Uses
Job analysis is a systematic process of gathering information about jobs within an organization. It involves studying the tasks, duties, responsibilities, required skills and qualifications for a specific job. The key purposes of job analysis include organizational planning, recruitment and selection, training, performance evaluation, and compensation management. It provides essential information for defining job requirements and standards. The main steps in job analysis are job identification, data collection through techniques like observation, interviews and questionnaires, and analyzing the collected data.
Mba ii hrm u-2.2 job analysis
Job analysis is the process of determining the duties, skills, and qualifications required for a job. It involves gathering job data through methods like observation and interviews. This information is used to create job descriptions and specifications. A job description outlines the key responsibilities and requirements of a role, while a specification lists the necessary qualifications, skills, and traits for an individual to perform the job well. Together, job descriptions and specifications are used for strategic HR purposes like recruitment, performance management, and compensation. Job design aims to match job requirements to human attributes through approaches like job simplification, rotation, enlargement, and enrichment.
Job design report white
Job design and analysis are important human resource functions. Job design involves defining how work will be performed through approaches like job enlargement and enrichment. Job analysis is the process of systematically gathering information about job tasks, responsibilities, skills, and requirements. This information is then used to develop job descriptions and specifications, which outline the purpose, duties, and qualifications of a role. The results of job analysis provide essential data for strategic human resource activities including planning, recruitment, compensation, performance management, and training.
Analyzing Work and Job Design by Mariver C. Mangulabnan
Human resource management aims at optimum utilization of human potential. For this purpose, it is essential to make everyone understand their job and expectations from the job. This enables them to charter their behavior appropriately.
Job Analysis is a process of determining the essential characteristics that are necessary to perform the job effectively. A good job analysis conveys information to take a number of important decisions relating to Human Resources Management. Job Design is next to Job Analysis. Job Design involves systematic attempts to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. Job design integrates the work content and qualification required for each job that meets the needs of employees and the organization. Designing a job analysis leads to preparation of job description and job specification.
Job design; methods
The document discusses four methods of job design: job simplification, job rotation, job enlargement, and job enrichment. Job simplification breaks jobs into repetitive tasks for efficiency. Job rotation periodically shifts employees between similar jobs to prevent boredom. Job enlargement expands jobs horizontally by adding more tasks without new skills. Job enrichment expands jobs vertically by giving employees more autonomy, responsibility, and motivation through challenging work.
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This document discusses the target markets for several products:
Sunsilk shampoo targets females ages 16-40 in upper classes, especially those who cover their hair. Fair & Handsome cream targets young males by positioning itself as a cream that makes men handsome and attractive. Mobilink Indigo targets the upper business class by providing convenience, quality, and brand image to satisfy corporate consumers. Blackberry originally targeted business professionals but now also targets younger users by including games and social media apps. iPod's core target is young adults and teenagers who are enthusiastic about technology and music.
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The document discusses Pakistan's gas crisis and potential solutions. It identifies four main factors contributing to the crisis: home users, CNG stations, industries, and mismanagement. For each factor, it provides details on their role in the crisis and proposes solutions. Key solutions include banning new gas connections; enacting load shedding for homes, CNG stations and industries; increasing efficiency; and improving management practices to secure new sources of gas and address corruption. Overall, the document analyzes the gas crisis and puts forth a plan to balance supply and demand across different sectors through restrictions and alternative energy sources.
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job description and specification importance and practical practices
This document discusses job analysis and describes a job description and specification for a Branch Manager position at Allied Bank Ltd. It includes:
- The group members and introduction to job descriptions and their purposes
- Details of the Branch Manager job description, including responsibilities and reporting structure
- The job specification, including education, experience, skills, and age requirements
- Why job analysis and accurate descriptions/specifications are important for hiring the right candidates
Job description vs job specification
This document discusses job descriptions, job specifications, and the difference between the two. It provides details on:
- What a job description is and the typical sections it contains like job identification, duties and responsibilities, supervision, and working conditions.
- What a job specification is and the minimum qualifications it lists like physical, mental, psychological, and personal characteristics required to perform the job successfully.
- The key difference is that a job description outlines what the job duties are, while a job specification lists the minimum acceptable qualifications a person needs to have to do the job. Both are important tools that come from job analysis for selecting the right candidate for a role.
Job analysis-ppt
Job analysis is a systematic process of collecting information about job duties, responsibilities, skills, and requirements. This information is then used to create job descriptions, specifications, and evaluations. Job descriptions outline the tasks and responsibilities of a role, specifications list the minimum qualifications, and evaluations assess the relative value of different jobs in an organization. Common methods for collecting job analysis data include observation, interviews, questionnaires, and reviewing documents like diaries. The type of method used depends on factors like the number of jobs/employees, time constraints, and data needed. Well-designed questionnaires can be a cost-effective way to gather information from many incumbents.
Job analysis, job design, job specification
Job analysis is the process used to identify the tasks, duties, responsibilities, required skills, and working conditions of a job. It involves analyzing each job separately, rather than the person in the job. The results of a job analysis are used for training, performance reviews, compensation, and selection procedures. Common methods for conducting job analysis include interviews, questionnaires, observation, and reviewing work diaries.
Job description
A job description outlines the key duties and responsibilities of a specific position, including the job title, location, required qualifications, reporting structure, and tasks. It also lists any tools, equipment, or materials used, as well as working conditions and relationships with other roles. However, job descriptions can become outdated and limit flexibility as organizations and roles evolve over time.
Job design
The document discusses job design, which involves organizing job tasks and responsibilities to achieve objectives. It identifies factors like organizational structure, environment, and employee behavior that influence job design. The document also outlines several approaches to job design, including job engineering, job enrichment, job reengineering, and Hackman and Oldham's job characteristics model, which aims to improve employee motivation and performance.
16170042 job-analysis-ppt
Job analysis is a systematic process of collecting information about the tasks, duties, responsibilities, and requirements of a job. It involves determining the purpose, processes, and types of information collected through methods like observation, interviews, questionnaires, and expert panels. The outcomes of job analysis are used to create job descriptions, specifications, and evaluations. Job descriptions outline the duties and responsibilities of a role, specifications list the minimum qualifications, and evaluations determine the relative value and compensation of jobs. Questionnaires are a common and cost-effective method used to collect job analysis data, especially from large numbers of employees.
Module 3 - Job Analysis, Job Design, Job Evaluation
Here are a few key points I would highlight if I were to recast the job advertisement:
- Provide more details on the job responsibilities and expectations to give applicants a clearer sense of the actual work involved.
- Emphasize the career growth opportunities and potential pathways within the organization to attract ambitious candidates looking to build a long-term career.
- Highlight any unique value propositions of working for a financial cooperative/microfinance organization to appeal to candidates interested in the social impact dimension.
- Consider including preferred academic majors/fields of study if relevant to screen for technical skills required.
- Mention the application process and timeline clearly to improve response rate.
- Use more inclusive language throughout to
Job description report
The document discusses the components and purpose of a job description. It defines a job description as a formal statement that defines the essential functions and worker requirements for a job. The major components of a job description include the job title, qualifications, responsibilities, physical/mental demands, and job duties. An accurate job description is important for recruitment, performance management, and employee understanding of job expectations.
Job Design
Here are a few thoughts on the relationship between worker happiness and productivity:
- Happy workers tend to be more engaged, motivated and satisfied in their work. This positive mindset can translate to higher quality work, better problem-solving skills, and increased effort and dedication to achieving goals. Unhappy workers may be less focused, efficient and committed.
- Feeling valued, respected and having some control over one's work are important factors that influence both happiness and productivity. Job designs and work environments that provide autonomy, feedback and opportunities for growth can boost both well-being and performance.
- Positive relationships with managers and coworkers also impact happiness at work. Supportive cultures where people feel they belong and can collaborate tend to see workers
Job analysis
This document discusses job analysis, which involves determining the duties, tasks, and activities of a specific job. It explains that job analysis answers questions about tools/materials used, job methods/processes, duties, critical tasks, job outcomes, necessary behaviors/skills. Information from job analysis is used to understand job nature/structure and employee qualifications. The document also describes job descriptions, which provide factual statements of job contents, and job specifications, which define minimum human qualifications. Both job descriptions and specifications are important for personnel management functions like recruitment, selection, training, and performance evaluation.
Job analysis and job description
The document discusses job analysis which involves reviewing job requirements, tasks, duties, skills, and equipment needed. The objectives are to determine the relative worth of jobs, assign compensation, facilitate categorization, set performance standards, and identify training gaps. The process involves planning, obtaining current job information, conducting research, establishing priorities, collecting job data, and redesigning jobs if needed. Techniques for analysis include job performance reviews, observation, critical incident reports, questionnaires, expert panels, and interviews. Benefits are matching the right people to the right jobs, developing job standards, estimating pay, and identifying development needs. Job descriptions define duties, relationships, results and components include the title, summary, location, responsibilities, tools, conditions
Job Analysis And Design
A good job analysis lays the foundation of a good staffing process. Making a sound Job description, a sound Job Specification are a key fundamentals.
Job design fahad
Job design involves describing job contents, tasks, and relationships to meet organizational, technical, and individual needs. An effective job design provides duties, incentives, resources, and compensation. Job design theories aim to optimize tasks, like scientific management which standardized and trained workers for accountable tasks. Proper job design motivates efficient managers, improving organizational efficiency and profits, while poor design causes problems like absenteeism. Job design approaches include enlargement, enrichment, simplification, rotation, and quality of life analysis.
Job design
Job design is a part of Human resource management. It inclusive of various concepts such as Job rotation, job shifting etc
Job Analysis – The Process And Its Uses
Job analysis is a systematic process of gathering information about jobs within an organization. It involves studying the tasks, duties, responsibilities, required skills and qualifications for a specific job. The key purposes of job analysis include organizational planning, recruitment and selection, training, performance evaluation, and compensation management. It provides essential information for defining job requirements and standards. The main steps in job analysis are job identification, data collection through techniques like observation, interviews and questionnaires, and analyzing the collected data.
Mba ii hrm u-2.2 job analysis
Job analysis is the process of determining the duties, skills, and qualifications required for a job. It involves gathering job data through methods like observation and interviews. This information is used to create job descriptions and specifications. A job description outlines the key responsibilities and requirements of a role, while a specification lists the necessary qualifications, skills, and traits for an individual to perform the job well. Together, job descriptions and specifications are used for strategic HR purposes like recruitment, performance management, and compensation. Job design aims to match job requirements to human attributes through approaches like job simplification, rotation, enlargement, and enrichment.
Job design report white
Job design and analysis are important human resource functions. Job design involves defining how work will be performed through approaches like job enlargement and enrichment. Job analysis is the process of systematically gathering information about job tasks, responsibilities, skills, and requirements. This information is then used to develop job descriptions and specifications, which outline the purpose, duties, and qualifications of a role. The results of job analysis provide essential data for strategic human resource activities including planning, recruitment, compensation, performance management, and training.
Analyzing Work and Job Design by Mariver C. Mangulabnan
Human resource management aims at optimum utilization of human potential. For this purpose, it is essential to make everyone understand their job and expectations from the job. This enables them to charter their behavior appropriately.
Job Analysis is a process of determining the essential characteristics that are necessary to perform the job effectively. A good job analysis conveys information to take a number of important decisions relating to Human Resources Management. Job Design is next to Job Analysis. Job Design involves systematic attempts to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. Job design integrates the work content and qualification required for each job that meets the needs of employees and the organization. Designing a job analysis leads to preparation of job description and job specification.
Job design; methods
The document discusses four methods of job design: job simplification, job rotation, job enlargement, and job enrichment. Job simplification breaks jobs into repetitive tasks for efficiency. Job rotation periodically shifts employees between similar jobs to prevent boredom. Job enlargement expands jobs horizontally by adding more tasks without new skills. Job enrichment expands jobs vertically by giving employees more autonomy, responsibility, and motivation through challenging work.
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job description and specification importance and practical practices
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Module 3 - Job Analysis, Job Design, Job Evaluation
Module 3 - Job Analysis, Job Design, Job Evaluation
Analyzing Work and Job Design by Mariver C. Mangulabnan
Analyzing Work and Job Design by Mariver C. Mangulabnan
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Mark
This document discusses the target markets for several products:
Sunsilk shampoo targets females ages 16-40 in upper classes, especially those who cover their hair. Fair & Handsome cream targets young males by positioning itself as a cream that makes men handsome and attractive. Mobilink Indigo targets the upper business class by providing convenience, quality, and brand image to satisfy corporate consumers. Blackberry originally targeted business professionals but now also targets younger users by including games and social media apps. iPod's core target is young adults and teenagers who are enthusiastic about technology and music.
Gas crises and its solution
The document discusses Pakistan's gas crisis and potential solutions. It identifies four main factors contributing to the crisis: home users, CNG stations, industries, and mismanagement. For each factor, it provides details on their role in the crisis and proposes solutions. Key solutions include banning new gas connections; enacting load shedding for homes, CNG stations and industries; increasing efficiency; and improving management practices to secure new sources of gas and address corruption. Overall, the document analyzes the gas crisis and puts forth a plan to balance supply and demand across different sectors through restrictions and alternative energy sources.
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This document contains two case studies related to operations management. The first case discusses National Air Express and ways to measure and improve the productivity and load balancing of package pickups. The second case examines the operations strategy of Minit-Lube, a quick oil change business, and how it provides competitive advantages through efficient processes, well-trained employees, and minimizing inventory and equipment. Productivity in this industry could be measured by the number of customers or vehicles serviced within a time period.
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How can HR staff work with organizational managers to create an effective incentive and motivation plan to make employees more effective and efficient?
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Write your initial response in a minimum of 300 words. Apply APA standards to citation of sources.
READING PASAGE BELOW
READ DIS ARTICLES FROM THE WEB http://www.entrepreneur.com/article/80158
Compensation means salary. HR managers use research, studies, and surveys to determine a competitive salary in order to design a talent management strategy.
Benefits such as PTO and medical insurance, etc., are also researched and planned. Benefit packages supplement employees’ compensation, and, thus, form an important element of a talent management strategy. A benefit plan typically addresses the specific needs of employees. However, HR managers must balance the needs of the organization and the needs of the employees while designing the compensation and benefits (C&B) mix because market forces often drive resources. In a good economy, or when an organization is flourishing, it is relatively easy to acquire talent. When economic or organizational performance is bad, attracting resources becomes tougher.
The role of C&B on employee motivation, morale, productivity, and retention can be profound and is the subject of ongoing research to determine not only the effect of compensation and benefit packages on productivity, but also the specific tipping point. For example, will a 25% bonus on base salary result in a 25% increase in productivity? Would a 20% bonus have the same results? Can any increase in productivity be accurately linked to bonus incentives or are there other factors at work? Your assigned readings provide some references to such studies, but you can conduct your own research in the Argosy University online libraries using keywords like “pay for performance,” “compensation rewards,” “financial rewards,” “organizational performance,” “human resource management,” or “profit-sharing.”
Executive Compensation
Executive compensation is about talent acquisition and development. It is strategic in nature and incentive based. Executive compensation is about g ...
Job Analysis and Design.pptx
The document discusses job analysis and design. It defines key terms like job, job design, and job analysis. It explains that job design can impact employee performance, satisfaction, turnover, absenteeism, and physical/mental health. Good job design includes job specialization, enrichment, ergonomics, motivation, and alternative work schedules. Job analysis identifies tasks and skills required for a job and is used for job definition, redesign, recruitment, selection, training, safety, compensation and more. Common methods to analyze jobs include observation, interviews, and questionnaires.
STRATEGIC JOB ANALYSIS AND COMPETENCY MODELINGDr. Haze
STRATEGIC JOB ANALYSIS
AND COMPETENCY
MODELING
Dr. Hazel-Anne M. Johnson-Marcus
HRM-SMLR Rutgers University
Learning Objectives
1. Explain why doing a job analysis can be strategic.
2. Define job design and job redesign.
3. Describe workflow analysis
4. Define job description and person specification, and describe how
they are used.
5. Describe the advantages and disadvantages of different job
analysis methods.
6. Describe how to plan a job analysis.
7. Describe how to conduct a job analysis
8. Describe competency modeling and job rewards analysis
9. Describe how job descriptions can be used to enhance
employees’ ethical behavior
10. Describe how job analysis results can be improved through data
analytics
11. Describe how O*NET can help in a job analysis effort
Job Analysis
Job analysis: a systematic process of identifying and
describing the important aspects of a job and the
characteristics workers need to perform the job well.
Value creators: directly generate revenue, lower operating
costs, and increase capital efficiency (e.g., leaders of research
and development, marketing, human resources, or finance)
Value enablers: perform indispensable work that enables the
creators (e.g. leaders of support functions such as cybersecurity
or risk management)
Job Design and Redesign
Job design: specifying the content and method of doing
a job, and the relationship between jobs, to meet both
the technological and organizational job requirements
and the social and personal requirements of the worker.
Job redesign: changing the
job to increase work quality
or productivity
Job enrichment
Job enlargement
Job rotation
Workflow Analysis
Workflow Analysis
•Analyzes how work
progresses through the
organization to improve
efficiency by identifying
bottlenecks, redundant tasks,
and inefficient workspaces to
enable better resource use
5 steps
1. Identify what the
organization does
2. Identify how it gets this done
3. Identify why it does all of the
steps and tasks from #2
4. Identify improvement
opportunities
5. Evaluate whether employees
are needed for every task or if
automation might be better
Job Analysis for Staffing
A job analysis that produces a
valid selection system identifies
worker characteristics that:
Distinguish superior from average and
unacceptable workers;
Are not easily learned on the job; and
Exist to at least a moderate extent in
the applicant pool.
Future-oriented job analysis: job analysis technique for
analyzing new jobs or analyzing how jobs will look in the
future.
Legal Requirements
• If disabled applicants can perform the essential
functions of a job with reasonable accommodation, they
must be considered for the position
Essential functions are the fundamental duties or tasks of a
position (defined by the Americans with Disabilities Act)
• Be valid and identify the worker knowledge, skills,
abilities, and other characteristics necessary to ...
Job Analysis.pptx
Job analysis is the systematic examination of jobs to collect information about the tasks, responsibilities, skills, and abilities required to perform them effectively. This information is used to develop job descriptions, which outline the duties and requirements of a specific role, and job specifications, which define the qualifications needed by candidates. Job analysis provides essential information for human resource functions like recruitment, selection, training, performance evaluation, compensation, and career planning. It involves techniques like observation, interviews, questionnaires to understand job requirements and the characteristics needed for success.
College of Administrative and Financial SciencesAssign.docx
College of Administrative and Financial Sciences
Assignment 3- Strategic Management
(MGT 401)
Course Name: Strategic Management
Student’s Name:
Course Code: MGT 401
Student’s ID Number:
Semester: II
CRN:
Academic Year: 1440/1441 H
For Instructor’s Use only
Instructor’s Name:
Students’ Grade: Marks Obtained/Out of
Level of Marks: High/Middle/Low
Instructions for the three assignments – PLEASE READ THEM CAREFULLY
· The Assignment must be submitted on Blackboard (WORD format only) via allocated folder.
· Assignments submitted through email will not be accepted.
· Students are advised to make their work clear and well presented, marks may be reduced for poor presentation. This includes filling your information on the cover page.
· Students must mention question number clearly in their answer.
· Late submission will NOT be accepted.
· Avoid plagiarism, the work should be in your own words, copying from students or other resources without proper referencing will result in ZERO marks. No exceptions.
· All answered must be typed using Times New Roman (size 12, double-spaced) font. No pictures containing text will be accepted and will be considered plagiarism).
· Submissions without this cover page will NOT be accepted.
Assignment 3:
Part 3 of project & Discussion Questions
Learning outcomes:
1. Understand issues related to strategic competitive advantage in diversified organizations (Lo 2.2)
2. Gain insights into the strategy-making processes of different types of organizations ( Lo 1.7)
3. Identify appropriate strategies for different situations (Lo 3.1).
This assignment 3 includes two independent sections: section 1-complement of project & section 2- discussion questions.
Section 1 = Part 3 of project
Questions
Consider the same company ‘X’ that you have already used in assignment 1& 2 and answer the following questions.
1. Evaluate the performance of the main activity of your selected company (performance of principal product/service). What type(s) of criteria do you use to evaluate this performance?
2. What type(s) of control of employees and production processes is/are used by your selected company?
3. How does the corporation manage the environmental risks?
4. Evaluate the competitive advantage of the corporation on its market. Suggest some recommendations for the managers of your selected company to improve this competitive advantage.
End of the project
Section 2 = Discussion Questions.
Questions
Discuss the following questions:
1. Is the evaluation and control process appropriate for a corporation that emphasizes creativity? Are control and creativity compatible? Explain. - Max 300 words
2. How can corporate culture be changed? Give examples. Max 250 words
3. How is the cellular/modular structure different from the network structure? Give at least three differences. – Max 200 words
Answers:
PUBLIC
PUBLIC
PUBLIC
Weekly Lecture
Week 2 will focus on several is ...
Job design
Job design is the process of defining the tasks, duties, and relationships within a job. It determines what tasks are required, how they are performed, the sequence of tasks, and relationships with managers, subordinates, and colleagues. A well-designed job encourages achievement and self-esteem among employees. Key aspects of job design include ensuring tasks are not repetitive or isolating, defining hours and processes clearly, providing employee input and training, and establishing good work-rest schedules with adjustments for physically demanding jobs. Approaches to job design include the human approach focusing on employees, the engineering approach planning tasks in advance, and the job characteristics approach linking job satisfaction to skills variety, task identity, significance, autonomy, and feedback. Job design
Mb0043 human resource management
This document provides information about fully solved MBA assignments that can be obtained by calling or emailing the provided contact information. It specifically describes assignments for MBA Semester 1, including the course Human Resource Management (MB0043). The document outlines 6 questions related to human resource management topics like human resource planning, recruitment, training, performance management, job analysis, and employee welfare. Students are instructed to answer all questions, with responses to longer questions not exceeding 400 words.
Job Analysis.pptx human resources management
The document discusses job analysis, which involves systematically gathering and analyzing information about job roles and responsibilities within an organization. It helps develop job descriptions and specifications, determine qualifications, set performance standards, and establish training programs. The key aspects covered include the concepts, factors, importance, sources of information, and the process of job analysis. Job analysis results in job descriptions, which provide an overview of duties and requirements, and job specifications, which outline necessary qualifications. The overall purpose is to define jobs, guide recruitment and selection, and create a fit between jobs and employees.
RECRUITMENT.pdf
This document provides an overview of recruitment as part of a human resource management course. It discusses the importance of forecasting staffing needs and developing an effective recruitment strategy. It outlines the key steps in the recruitment process which include performing a job analysis to understand the job duties and requirements, writing job descriptions, determining appropriate recruitment methods, and considering the costs associated with recruitment. The document provides details on various recruitment strategies and methods that can be used to attract qualified candidates.
Human resource management (hrm)
Human Resource Management (HRM) involves formal systems for managing employees in an organization. The key responsibilities of HRM include staffing, compensation/benefits, and job design. HRM aims to utilize human resources effectively, develop employees, reconcile individual and organizational goals, and maintain high employee morale. HRM also handles employee disputes, conducts performance appraisals, maintains a positive work environment, and develops public relations. Planning, organizing, directing, and controlling are the main managerial functions of HRM, while key operative functions include recruitment, training, compensation, and employee integration and development.
JOB DESIGN
The document discusses job design and its objectives. It notes that job analysis helps develop appropriate job structures to improve efficiency and employee satisfaction. Job design determines job duties, responsibilities, and relationships. The main objectives of job design are to meet organizational needs like productivity while also satisfying employee needs like interest and achievement. Various approaches to job design are described, including the traditional approach which relies on common practices, and the classical/scientific management approach developed by Taylor which focuses on planning, standardizing, and optimizing human effort through task fragmentation, technology optimization, standardization, specialization, training, and incentives.
Job Analysis and Recruitment and Selection
- Job Analysis
- Job Description
- Job Specification
- Methods of Job Analysis
- Process of Job Analysis
- Purpose of Job Analysis
- Uses of Job Analysis Information
- Writing the Job Descriptions
- Writing Job Specification
- Recruitment and Selection
- Recruitment
- Selection
- Sources of Recruitment
- Methods of Selection
- Process of Selection
Hrm m.nauman sher section a 6th semester collection of job information
Job analysis information can be collected through various methods including interviews, questionnaires, observation, technical conferences, and participant diaries. This information is then used extensively in human resource management for tasks like creating job descriptions and specifications, designing jobs, recruitment and selection, compensation, training and development, performance appraisal, and health and safety planning. Having accurate job analysis information helps organizations effectively manage their human resources.
Chapter 4
The document discusses the importance of recruitment and outlines the typical recruitment process. It begins by explaining the key steps in recruitment: job analysis, job description, and job specification. These steps are used to identify the skills and qualifications needed for a role and to attract suitable candidates. The purposes of recruitment are then given as providing a pool of candidates, attracting people to achieve organizational goals, and building a positive impression. Common recruitment methods like internal and external sourcing are also described. The summary concludes that recruitment is vital for organizations to attract qualified people to perform jobs well and engage employees to meet goals, and poor recruitment can be very damaging through unnecessary costs.
Unit 2 talent management
The document discusses talent acquisition and job analysis. It defines talent acquisition as the process employers use for recruiting, tracking, interviewing, and onboarding employees. It notes the difference between recruitment and talent acquisition, with the latter focusing more on long-term strategic hiring. The document then discusses what a job is and defines job analysis as the process of collecting information about a job. It outlines the purposes and methods of job analysis, including job description and specification. Finally, it discusses trends in talent acquisition such as diversity hiring, use of technology, focus on candidate experience, online presence, and talent rediscovery.
Course module hrm
This document provides an overview of the course "Human Resource Management, MB- 203" including the instructor, textbook, class policies, course requirements and grading structure, lecture topics and schedule, and assignments. The key points are:
1) The class has policies around attendance, assignments, presentations and exams.
2) Course requirements include readings, assignments, tests, presentations and activities worth a total of 30 marks.
3) The course consists of 44 lectures covering topics such as HR planning, recruitment, training, compensation and benefits.
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- 1. Human resources and job design Summary This chapter enlightened the two basic approaches human resources and job design with its advantages and disadvantages of specialization. How we can manage labor and design jobs to attract people and to communicate them easily our requirements. Job Design is the act of specifying the contents and methods of jobs. Current practices in job design surrounds with two basic elementary schools of thought, efficiency and satisfaction of wants and needs. Mutual consensus and quality work is a basic requirement for individuals. According to specialization there is a narrow scope for jobs. Specialists required a full command of skills and knowledge regarding the job and basic trainings because they are questionable for their work and all activities which they do. The advantages of specialized assembly line workers are high productivity and relatively low unit costs. From this chapter we’ll study how an organizations operational manager can effectively and efficiently achieve human resource activities to capture competitive advantage over their competitors. There are several constraints which an operational manager has to resolve and take decisions according to standard processes, three major aspects of Labor planning, job design and labor standard are distinct part of human resource strategy which are: Employment stability, work schedules and work rules comes under the policy of Labor planning. Employee’s specific tasks and duties for specific job are determined by Job design. Completion time of specific job comes under Labor standard. Ethical standards and there challenges of work environments are mentioned in this chapter. Being manager how to train their employees to use preventive measures like using safety equipments during work and implementing those rules have been discussed in this chapter.