Job design is a core function of human resource management and it is related to the specification of contents, methods and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder or the employee
Scientific Management, Taylor’s Scientific Management, Principles of Scientific Management, Science, Not Rule of Thumb, Harmony, Not Discord, Mental Revolution, Techniques of Scientific Management, Present Status of Scientific Management
Scientific Management, Taylor’s Scientific Management, Principles of Scientific Management, Science, Not Rule of Thumb, Harmony, Not Discord, Mental Revolution, Techniques of Scientific Management, Present Status of Scientific Management
A high level look at considerations for training new employees. Compares new employee orientation for geographically dispersed employees to the starfish model of business design.
Business goals and employee burn out presentation was presented by me at Sri SIIM Campus during Second National HR Summit at New Delhi on 5th and 6th June 2015
How to Streamline Your Induction Programme to Fit Into Your Organisational Cu...The HR Observer
Introducing your new employees to the company is one the key steps to having an engaged workforce. The purpose of this session is to raise the importance of induction in acclimatising employees to an organisation and show you how you can evaluate your existing onboarding and induction processes. Elrona will showcase various approaches to creating an induction programme that is suitable to the Middle East’s multicultural organisation s while maintaining local considerations. You will see the benefits of aligning induction with organisation culture and business and how to engage with line managers by promoting the value added to all stakeholders.
Elrona D’Souza, Associate Consultant, PeopleFirst
Training methods in human resource managmentSatya P. Joshi
A large variety of methods of training are used in business.
Even within one organization different methods are used for training different people.
All the methods are divided into two classifications for:
On-the-job Training Methods
Off-the-Job Training Methods
For more visit tutsmaster.org
Frederick Taylor's scientific management theory, also called the classical management theory, emphasizes efficiency, much like Max Weber's. However, according to Taylor, rather than scolding employees for every minor mistake, employers should reward workers for increased productivity.
A Review On The Relationship Variables To Job DesignWaqas Tariq
Many scholars have indicated that many factors, dimensions, environment, time, etc. are useful to design jobs in organizations. This review explores with the variety of literature support the relationship of variables with respect to job design. To extend and facilitate further studies contextually and empirically, a mind-map is presented to show how these relationship variables relate to job design. This would enhance the studies related to job design in particular.
A high level look at considerations for training new employees. Compares new employee orientation for geographically dispersed employees to the starfish model of business design.
Business goals and employee burn out presentation was presented by me at Sri SIIM Campus during Second National HR Summit at New Delhi on 5th and 6th June 2015
How to Streamline Your Induction Programme to Fit Into Your Organisational Cu...The HR Observer
Introducing your new employees to the company is one the key steps to having an engaged workforce. The purpose of this session is to raise the importance of induction in acclimatising employees to an organisation and show you how you can evaluate your existing onboarding and induction processes. Elrona will showcase various approaches to creating an induction programme that is suitable to the Middle East’s multicultural organisation s while maintaining local considerations. You will see the benefits of aligning induction with organisation culture and business and how to engage with line managers by promoting the value added to all stakeholders.
Elrona D’Souza, Associate Consultant, PeopleFirst
Training methods in human resource managmentSatya P. Joshi
A large variety of methods of training are used in business.
Even within one organization different methods are used for training different people.
All the methods are divided into two classifications for:
On-the-job Training Methods
Off-the-Job Training Methods
For more visit tutsmaster.org
Frederick Taylor's scientific management theory, also called the classical management theory, emphasizes efficiency, much like Max Weber's. However, according to Taylor, rather than scolding employees for every minor mistake, employers should reward workers for increased productivity.
A Review On The Relationship Variables To Job DesignWaqas Tariq
Many scholars have indicated that many factors, dimensions, environment, time, etc. are useful to design jobs in organizations. This review explores with the variety of literature support the relationship of variables with respect to job design. To extend and facilitate further studies contextually and empirically, a mind-map is presented to show how these relationship variables relate to job design. This would enhance the studies related to job design in particular.
What is a job?
A job is a piece of work, especially a specific task done as part of the routine of one’s occupation or for an agreed price.
JOB DESIGN-Job design is the process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in the organization.
Job design integrates work content, rewards and the qualifications required for each job in a way that meets the needs of employees and the organization.
Job design involves systematic attempt to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. It is a process by which managers decide individual job tasks and authority
Assembly Code using Instruction Scheduling.
What is pipelining in embedded system?
Which instruction takes how many cycles for execution?
What is pipeline interlock?
Why branch instruction takes three execution cycles?
Scheduling of load instructions (C program and assembly code)
Methods of Scheduling the Load instructions: Preloading and Unrolling
In this ppt you'll see what are the main things that you need to take care of before and during a telephonic interview, video call interview or face to face interview. It might be helpful to you.
In this ppt you will learn about the common questions asked by the interviewer in any interview. And you'll get examples of the answers too. So modify the answers accordingly.
Job analysis is a family of procedures to identify the content of a job in terms of activities involved and attributes or job requirements needed to perform the activities. Job analysis provides information of organizations which helps to determine which employees are best fit for specific jobs.
Human resources management and planningSOURABH KUMAR
Human Resource Management, or HRM, is the practice of managing people to achieve better performance. For example, if you hire people into a business, you are looking for people who fit the company culture as they will be happier, stay longer, and be more productive than people who won't fit into the company culture.
Introduction to RF Module and its parts and its types.
1) Introduction
2) different modules and ranges
3) RF transmitter
4) RF receiver
5) Transceiver
6) Applications
7) Characterstics
In this ppt you'll learn about the packet delivery. How the Ip packet is delivered from transmitter to receiver when the Mobile node is in the Foreign network. Also you'll be able to learn all definitions like What is mobile node, correspondent node, Home agent, Foreign Agent, Tunneling, Encapsulation, COA(care of address) etc. After that you'll learn about the Agent advertisement and registering of care of address including different steps.
Overview of the fundamental roles in Hydropower generation and the components involved in wider Electrical Engineering.
This paper presents the design and construction of hydroelectric dams from the hydrologist’s survey of the valley before construction, all aspects and involved disciplines, fluid dynamics, structural engineering, generation and mains frequency regulation to the very transmission of power through the network in the United Kingdom.
Author: Robbie Edward Sayers
Collaborators and co editors: Charlie Sims and Connor Healey.
(C) 2024 Robbie E. Sayers
Immunizing Image Classifiers Against Localized Adversary Attacksgerogepatton
This paper addresses the vulnerability of deep learning models, particularly convolutional neural networks
(CNN)s, to adversarial attacks and presents a proactive training technique designed to counter them. We
introduce a novel volumization algorithm, which transforms 2D images into 3D volumetric representations.
When combined with 3D convolution and deep curriculum learning optimization (CLO), itsignificantly improves
the immunity of models against localized universal attacks by up to 40%. We evaluate our proposed approach
using contemporary CNN architectures and the modified Canadian Institute for Advanced Research (CIFAR-10
and CIFAR-100) and ImageNet Large Scale Visual Recognition Challenge (ILSVRC12) datasets, showcasing
accuracy improvements over previous techniques. The results indicate that the combination of the volumetric
input and curriculum learning holds significant promise for mitigating adversarial attacks without necessitating
adversary training.
Final project report on grocery store management system..pdfKamal Acharya
In today’s fast-changing business environment, it’s extremely important to be able to respond to client needs in the most effective and timely manner. If your customers wish to see your business online and have instant access to your products or services.
Online Grocery Store is an e-commerce website, which retails various grocery products. This project allows viewing various products available enables registered users to purchase desired products instantly using Paytm, UPI payment processor (Instant Pay) and also can place order by using Cash on Delivery (Pay Later) option. This project provides an easy access to Administrators and Managers to view orders placed using Pay Later and Instant Pay options.
In order to develop an e-commerce website, a number of Technologies must be studied and understood. These include multi-tiered architecture, server and client-side scripting techniques, implementation technologies, programming language (such as PHP, HTML, CSS, JavaScript) and MySQL relational databases. This is a project with the objective to develop a basic website where a consumer is provided with a shopping cart website and also to know about the technologies used to develop such a website.
This document will discuss each of the underlying technologies to create and implement an e- commerce website.
Industrial Training at Shahjalal Fertilizer Company Limited (SFCL)MdTanvirMahtab2
This presentation is about the working procedure of Shahjalal Fertilizer Company Limited (SFCL). A Govt. owned Company of Bangladesh Chemical Industries Corporation under Ministry of Industries.
CFD Simulation of By-pass Flow in a HRSG module by R&R Consult.pptxR&R Consult
CFD analysis is incredibly effective at solving mysteries and improving the performance of complex systems!
Here's a great example: At a large natural gas-fired power plant, where they use waste heat to generate steam and energy, they were puzzled that their boiler wasn't producing as much steam as expected.
R&R and Tetra Engineering Group Inc. were asked to solve the issue with reduced steam production.
An inspection had shown that a significant amount of hot flue gas was bypassing the boiler tubes, where the heat was supposed to be transferred.
R&R Consult conducted a CFD analysis, which revealed that 6.3% of the flue gas was bypassing the boiler tubes without transferring heat. The analysis also showed that the flue gas was instead being directed along the sides of the boiler and between the modules that were supposed to capture the heat. This was the cause of the reduced performance.
Based on our results, Tetra Engineering installed covering plates to reduce the bypass flow. This improved the boiler's performance and increased electricity production.
It is always satisfying when we can help solve complex challenges like this. Do your systems also need a check-up or optimization? Give us a call!
Work done in cooperation with James Malloy and David Moelling from Tetra Engineering.
More examples of our work https://www.r-r-consult.dk/en/cases-en/
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Saudi Arabia stands as a titan in the global energy landscape, renowned for its abundant oil and gas resources. It's the largest exporter of petroleum and holds some of the world's most significant reserves. Let's delve into the top 10 oil and gas projects shaping Saudi Arabia's energy future in 2024.
2. Job Design
Job design is also referred to as work design or task
design) is a core function of human resource management and
it is related to the specification of contents, methods and
relationship of jobs in order to satisfy technological and
organizational requirements as well as the social and personal
requirements of the job holder or the employee
2
3. Objectives of job design
The main objectives of job design in human resource
management include various points like
1. Work / Rest Breaks
2. Task Variety
3. Provide Training
4. Allowance for an Adjustment Period
5. Vary Mental Activities
3
4. 1. Work / Rest Breaks:
Rest or work breaks help to reduce the problem of inevitable repetitive
movements or static-body positions. More frequent but small-time breaks are
sometimes preferable top fewer long breaks.
At the time of work breaks, motivate employees to change the body structure
and to exercise. It is very essential that employees use and stretch different
muscle groups.
4
5. 2. Task Variety:
To reduce weariness, avoid both repetitive movements and excessive static-
body positions. Designing of a job is required to have a variety of works that
require changes in mental activities, body positions, and others. Two methods
are job rotation and job enlargement.
For Example, If a worker normally assembles parts, the job may be enlarged
to involve new tasks such as quality control, work planning, and maintenance.
5
6. 3. Provide Training:
Training is a very essential part to develop the potential of any
employee or worker. Through this, the workers easily
understand what is expected of them and how to work
potentially or safely.
It should be consistent, organized, and ongoing.
6
7. Allowance for an Adjustment Period:
When work demands physical effort, have an adjustment time of
new workers and for all workers after layoffs, holidays, or
illnesses. Allow time to become normal to the physical demands
of work by gradually “getting in shape”.
Workers, who work in extra cold or hot conditions, also, need
time to accommodate.
7
8. Vary Mental Activities:
Works should be coordinated so that they are balanced during
the day for the single worker as well as balanced among a group
of workers. You may want to allow the worker some degree of
choice as to what kinds of mental tasks they want to do and
when.
This choice will allow the worker to do works when best suited
to their ‘alertness’ patterns during the day. Some individual may
prefer regular tasks or works in the morning (such as checklists
in forms).
8
9. Process of Job Design:
1. Assessment of current work practices
2. Task analysis
3. Design the job.
4. Implement the new job design gradually
5. Re-evaluate job design on a continual basis
9
10. 1. Assessment of current work practices:
Is job design feasible or needed? Discuss the process with the
workers and supervisors involved and be clear about the
procedure, or any changes or training that will be involved.
10
11. 2. Task analysis:
Analyze the job and determine exactly what the tasks are.
Determine what equipment and workstation features are
important for completing the works or tasks.
11
12. 3. Design the job:
Examine the methods for doing the work, rest/work schedules,
equipment facilities, training requirements, and workplace
changes. Combine the various tasks so each one differs mental
activities and body position. Be careful not to overload the job
12
13. 4. Implement the new job design
gradually:
You may want to start on a small level or with a big level or
project. Train workers in the new procedures and use of various
equipment. Allow for an adjustment period and time to earn
experience with the new job design.
13
14. 5. Re-evaluate job design on a continual
basis:
Make any important adjustments. You have also wanted to
found a committee to represent the various groups involved. Job
design should involved unions, workers, the health and safety
committee and manager during the whole process. Involvement
of all parties increases communication and understanding also.
14
15. Benefits of Job Design:
1. Give workers a sense of achievement.
2. Allows for worker input. Workers should have the option to differ activities
according to work habits, personal needs, and the circumstances in the workplace.
3. Includes training facilities so the worker knows what tasks to do and how to do
them properly.
4. Provides rest schedules or good work.
5. Provides feedback to the workers about their performance.
6. Allows for an adjustment period for physically demanding jobs.
.
Job design is a continuous process. The goal is to make adjustments as tasks or
conditions chnage within the workplace or work field.
15
17. JOB SIMPLIFICATION
jobs are broken down into very small parts where a fragment called “task”
is repeatedly done over and over again by the same individual.
•ADVANTAGES
•Employee therefore is paid
higher rewards.
•the productivity is high.
•Achieves specialization.
•Training cost to the
organization is practically
negligible.
•DISADVANTAGES
•a worker is likely to get bored and
remain absent frequently.
•Quality and quantity may suffer in
the long run due to frustration.
•Organization may have to attract
workers by offering higher wages
17
18. JOB ENLARGEMENT
Job Enlargement means where two or more simple tasks are
combined and allotted to an employee
Eg: As in the case of vehicle driver, apart from driving he can undertake
the job of maintenance of the vehicle.
Increases job range, but not depth
Advantage :
more variety in a job
acquiring additional proficiency.
Dissatisfaction of employees can not be avoided after a long period due
to boredom.
18
19. JOB ENRICHMENT
The concept of job enrichment was
developed by Fredrik Herzberg in the
1950s.
Job enrichment involves providing an
employee with more responsibility for a
job and challenges the individual‟s skills
at work.
Enrichment involves increasing the
decision-making authority and
encouraging the employee with their
tasks.
19
21. FEATURES OF JOB ENRICHMENT
The characteristics or features of job enrichment
are:-
Nature of Job : Job enrichment is a vertical
expansion of the job.
Objective : The objective of Job enrichment isto
make the job more lively and challenging.
Positive Results : Job enrichment gives positive
results if the workers are highly skilled.
Direction and Control : Job enrichment
encourages self-discipline.
21
22. ADVANTAGES
The importance or merits or advantages of job enrichmentare:-
Job enrichment is useful to both the workers and theorganization.
The worker gets achievement, recognition and self-actualization.
The worker gets a sense of belonging to the organization.
The worker finds the job meaningful.
Job enrichment reduces absenteeism, labour-turnover and grievances.
It motivates the workers to give best performance.
22
23. LIMITATIONS
The shortcomings or demerits or limitations of job enrichmentare:-
In many cases, job enrichment does not give the expected results.
It makes many changes in the job. So many workers oppose it.
It has limited use for highly skilled managers and professionals.
The consent of workers is not taken before implementing job enrichment.
Managers force the workers to accept job enrichment, which is notgood.
23
24. JOB ENRICHMENT OPTIONS
• Give people the opportunity to use a variety of
skills, and perform different kinds of work
Rotate Jobs
• Combine work activities to provide a more
challenging and complex work assignment.
Combine Tasks
• Break your typical functional lines and form
project-focused units.
Identify Project-
Focused Work Units
• This is job enrichment at the group level.CreateAutonomous
Work Teams
• Allow team members to participate in decision
making and get involved in strategic planning.
Implement Participative
Management
24
26. JOB ROTATION
Job rotation refers to a
technique where the
employee is periodically
rotated from one job to
another within the work
design.
It involves moving
employees among different
jobs over a period of time
26
27. 1) Meaningfulness of work:
Skill variety:
Using an appropriate variety of your skills and talents:
Task Identity:
Being able to identify with the work at hand as more whole and
complete,.
Task Significance:
Being able to identify the task as contributing to something
wider, to society or a group over and beyond the self.
Characteristic of Job Rotation
27
28. 1.Variety of skills:
o improve and increase the skills of the employee due to
organization as well as the individual benefit.
2.Improves earning capacity:
o Due to job enlargement the person learns many new activities.
o such people apply for jobs to other companies and can bargain
for more salary.
3.Wide range of activities:
o Since a single employee handles multiple activities the
company can try and reduce the number of employee‟s.
Advantages of Job Rotation
28
29. 1. Frequent interruption:
o A person who is doing a particular job and get it comfortable
suddenly finds himself shifted to another job or department
this interrupts the work in both the departments
2. Reduces uniformity in quality:
o when a new worker I shifted or rotated in the department, he
takes time to learn the new job, makes mistakes in the process
and affects the quality of the job.
Disadvantages of Job Rotation
29