3. What is a workflow?
Workflow, is the series of activities that are necessary
to complete a task. Each step in a workflow has a
specific step before it and a specific step after it, except
for the first and last steps.
In a linear workflow, an outside event usually initiates
the first step. If the workflow has a loop structure,
however, the completion of the last step will usually
restart the first step.
4. WORKFLOW ANALYSIS
Workflow analysis refers to evaluating the sequence
of tasks and activities that produce a specific
workflow outcome. The analysis provides insight
into each step in the workflow in order to identify
redundancies, bottlenecks, and other issues. The
ultimate goal of workflow analysis is to align the
intended result of the workflow with the actual
result of the workflow.
5. Job Analysis
It is a process of identifying the essential functions of the
job determining the specific skills and knowledge and
abilities needed to be successful in a particular jobs.
Job analysis, contains a simple term called "analysis",
which means detailed study or examination of something
(job) in order to understand more about it (job). therefore
job analysis is to understand more about a specific job in
order to optimise it. Job analysis is a systematic process of
collecting complete information pertaining to a job.
6. JOB SPECIFICATIONS
Also known as employee specifications, a job
specification is a written statement of educational
qualifications, specific qualities, level of
experience, physical, emotional, technical and
communication skills required to perform a job,
responsibilities involved in a job and other unusual
sensory demands. It also includes general health,
mental health, intelligence, aptitude, memory,
judgment, leadership skills, emotional ability,
adaptability, flexibility, values and ethics, manners
and creativity, etc.
7. Purpose of Job Specification
-Described on the basis of job description, job
specification helps candidates analyze whether are
eligible to apply for a particular job vacancy or not.
-It helps recruiting team of an organization understand
what level of qualifications, qualities and set of
characteristics should be present in a candidate to
make him or her eligible for the job opening.
-Job Specification gives detailed information about
any job including job responsibilities, desired
technical and physical skills, conversational ability
and much more.
-It helps in selecting the most appropriate candidate
for a particular job.
8. Importance of Job Analysis
Organizational structure and design:
Job analysis helps the organization to make suitable
changes in the organizational structure, so that it matches
the needs and requirements of the organization. Duties
are either added or deleted from the job.
Recruitment and selection
Job analysis provides information about what the job
entails and what human characteristics are required to
perform these activities. This information, in the form of
job descriptions and specifications, helps management
decide what sort of people to recruit and hire.
9. Job evaluation :-
Job evaluation refers to studying in detail the job
performance by all individual. The difficulty levels, skills
required and on that basis the salary is fixed. Information
regarding qualities required, skilled levels, difficulty levels
are obtained from job analysis.
10. Promotions and transfer :-
When we give a promotion to an employee we need to
promote him on the basis of the skill and talent required
for the future job. Similarly when we transfer an employee
to another branch the job must be very similar to what he
has done before. To take these decisions we collect
information from job analysis.
Labour relations :-
When companies plan to add extra duties or delete
certain duties from a job, they require the help of job
analysis, when this activity is systematically done using job
analysis the number of problems with union members
reduce and labour relations will improve.
11. Health and safety :-
Most companies prepare their own health and safety,
plans and programs based on job analysis. From the job
analysis company identifies the risk factor on the job and
based on the risk factor safety equipments are provided.
Acceptance of job offer :-
When a person is given an offer/appointment letter the
duties to be performed by him are clearly mentioned in it,
this information is collected from job analysis, which is
why job analysis becomes important.
12. JOB DESIGN
Job design is the process of specifying the duties
and responsibilities that will be included in
employees' roles. Human Resource (HR) managers
aim is to design work duties specific to the
individual so that it allows the employee to
maximise their performance and stay engaged and
motivated.
13. Elements of Job Design
Tasks that employees are expected to perform in the set
time.
The main elements of job design that HR
managers are concerned with include:
Motivation - the jobs should be designed in a way
that brings motivation to employees to do their job.
14. Resource allocation - the company should allocate
their resources effectively and efficiently to the specific
job role, as appropriately allocated resources can
influence innovation.
Reward systems - both monetary and non-
monetary rewards should be incorporated into the
job design as they can motivate employees to
perform better.
15. Techniques of job design
The four key techniques (aspects) of job design include:
Job simplification - This means splitting one big task
into smaller parts. This is to keep employees motivated
as tasks will not be seen as too challenging.
16. Job enrichment - This technique allows employees to
have more authority and accountability in the organisation.
The job Enrichment technique is aimed at employees to feel
more important and fulfilled.
Job enlargement - This is when more duties and tasks
are added to the job role horizontally, meaning that even
though the variety of duties and tasks will increase the
employees will stay at the same hierarchical level. This
technique is put in place to increase employees’
engagement in their current roles, become more
multiskilled and avoid boredom.
17. Designing Efficient Jobs
What is Job Design for Efficiency?
Job design is the process of establishing employees' roles
and responsibilities. Its main purpose is to optimise work
processes to create value and maximise performance.
But, it's also a key element in creating good quality jobs
which benefit both workers and employers.
20. A flexible work schedule allows
employees a level of autonomy to
create their own schedules and
find a work-life balance that works
for them. Instead of the
traditional, nine-to-five work
week, a flexible schedule allows
employees to vary the times they
begin and end their work day
21. A flexible work schedule refers to an employment arrangement that
allows employees to have some control over their work hours and work
location. Some key features of a flexible work schedule include:
1. Flexible start and end times: Employees can choose to start and end
their workday at times that suit their personal needs, as long as they
complete the required number of hours.
2. Compressed work weeks: Employees may work longer hours over
fewer days, such as four 10-hour days instead of five 8-hour days.
3. Remote work or telecommuting: Employees can work from home or
another location outside the traditional office setting for all or part of the
workweek.
4. Part-time work: Employees can work reduced hours, such as 20-30
hours per week, instead of a full-time 40-hour schedule.
5. Flexible break times: Employees can take breaks when needed, as long
as they complete their work.
The main benefits of a flexible work schedule include improved work-life
balance, increased productivity, reduced commuting time and costs, and
better employee retention and recruitment. Employers often implement
flexible schedules to accommodate employee needs and preferences
while still meeting business requirements.
22. Group 4 Members:
Angel Faith Mojales
Aprille Rose Santero
Charlyn Joy Huele
Mary Sue Yee
