Job design is a research and analysis of a job in consultation with peers, Manager and management to compile the entire job data and outline the duties, responsibilities, Academic and professional qualification skills and expertise required to perform a particular job.
Anything HR Solutions (HR Planning)
MEANING AND DEFINITION
In simple words, HRP is understood as the process of forecasting an organization's future demand for, and supply of, the right type of people in the right number.
After this only the HRM department can initiate the recruitment and selection process
Its called by manpower planning, personal planning or employment planning
Anything HR Solutions (HR Planning)
MEANING AND DEFINITION
In simple words, HRP is understood as the process of forecasting an organization's future demand for, and supply of, the right type of people in the right number.
After this only the HRM department can initiate the recruitment and selection process
Its called by manpower planning, personal planning or employment planning
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
Job analysis is the process that identifies tasks, duties, responsibilities, required qualifications, skill and knowledge etc. ... Job design mainly focuses on work division and effective performance of tasks and job completion whereas Job analysis is about effective and appropriate selection of candidates
This ppt is the logical explanation of how job design and analysis helps the HR department to find or choose a perfect and efficient candidate for the organization. And a brief idea about the recruitment process and how it works.
Best HR Software for Startups and Small BusinessHrhelp board
Finding the right Human Resource (HR) software for your small business or startup can be a game-changer. Find list of top 5 human resource software for small business and startups.
Finding the right Human Resource (HR) software for your small business or startup can be a game-changer. Find list of top 5 human resource software for small business and startups.
HR software for small business and startupsHrhelp board
Finding the right Human Resource (HR) software for your small business or startup can be a game-changer. Find list of top 5 human resource software for small business and startups.
Training and Development can be defined as a system used by an organization to improve the skills and performance of the employees to improve productivity in an organization.
Job specification is defined as a statement about the qualifications and characteristics of an employee required to perform the job task in a satisfactory manner. Job Spec in modern days, describe the skills, knowledge, and abilities required to perform a particular job is all articulated in the job specification.
Job analysis is the procedure to collect information about the duties, responsibilities, necessary skills, outcomes and work environment of a particular job.
Human resource is a business concerned with finding, screening, recruitment, providing training to employees. It also involves implementing hr policies and hr manual for the benefit of employees. The department handles the personnel management activities of an organization is also known as Human Resource. This department also executes the process of hiring, employee benefits, and compensation. Human resources are the lifeblood of every organization.
Training and Development can be defined as a system used by an organization to improve the skills and performance of the employees to improve productivity in an organization.
Job analysis is the procedure to collect information about the duties, responsibilities, necessary skills, outcomes and work environment of a particular job.
Training methods are a way to sharpen employees' existing skills and learn new skills. The skills may vary from technical or soft skills.
Training techniques are used to improve and upgrade an employee's skill and knowledge so that they can do their given job to the best of their ability within the business. The nature of the job, the types and amount of people in a business, and the expense of selecting a certain Training Method are all factors involved in the decision.
What is ATS - Applicant Tracking System in RecruitmentHrhelp board
ATS in recruitment means an Applicant Tracking System is tracking candidates in the Hiring Process. An Applicant Tracking System - ATS manages the complete hiring process in the Recruitment, starting from resume screening including scheduling of interviews up to the final selection of candidates.
E-recruitment is the automated process of identifying, attracting, screening, and hiring candidates. Businesses can use this internet recruitment strategy to develop an online presence and communicate with candidates.
For more information visit https://www.hrhelpboard.com/recruitment/e-recruitment.htm
The probation and confirmation policy provides information about the terms and conditions that a new employee should follow during probation period. The policy conveys that probation period is an opportunity to both new employee and their manager to do get adjusted and to improve the performance.
For more information visit https://www.hrhelpboard.com/hr-policies/probation-and-confirmation-policy.htm
A travel policy is a company's rules and guidelines for employees to be followed while travelling. It also provides boarding and lodging as per HR travel policy.
For more information visit https://www.hrhelpboard.com/hr-policies/travel-policy.htm
The Cell phone policy at work is meant for the allotment of mobile phones to the organizational employees for business. It is in fact given to employee whose job demands to be contactable or require mobile application to perform their role.
For more information visit https://www.hrhelpboard.com/hr-policies/mobile-policy.htm
The employee referral policy simply means a process of recruitment wherein an existing employee refers a candidate for an opening in the organisation. It is one of the most prominent sources of recruitment.
For more information visit https://www.hrhelpboard.com/hr-policies/employee-referral-policy.htm
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
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SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find temporary part-time jobs that fit your schedule and skills. Browse our listings and apply online today to secure flexible work opportunities that offer the perfect balance between career and personal life.
2. Job Design Meaning, Definition
Job design is a research and analysis of a job in consultation with peers,
Manager and management to compile the entire job data and outline the
duties, responsibilities, Academic and professional qualification skills and
expertise required to perform a particular job. The study and research
conducted determine that job design plays an important role to
understand the complexity of the job and its implication on individual
employee an also plays an important role in performance management.
3. Job Design definition by Eminent Authors
MichaelArmstrong
Job design is defined as “the specification of methods,
relationship and content related to the job that is to fulfill the
organizational and technological requirement along with the
social and individual requirement of the employee”
4. Job Design Meaning by Eminent Author
“Another definition is given by Ali and Aroosiya, 2012 is “job design can be
understood as the functions of arranging duties, tasks and responsibility is to
an organization unit or work.”
Ali and Aroosiya
5. Job Design in HRM
Job design in HRM can be understood as the process through which the job
process is defined, the work of the group is organized, which involves
structuring the workplace on the basis of the job analysis
7. 1. Job Information
HR needs to have the information about the job being performed by the
employee, it not only helps in the evaluation of the compensation design for
an employee but also gives the role clarity.
It is important to have the proper documentation work about the role and
duties be done on time and should be communicated properly to the
employees.
8. What information to collect?
● Specific tasks, areas of responsibility, and examples of work being
carried out
● The fundamental purpose of the job to be done
● Time spent on each task or specific area of responsibilities to be done
● Important of each element in the job and its relationship or ratio to the
total operation of the job.
9. Continued..
● Scope of the job and its impact on the operations
● Working relationship with other players, like managers, team members,
customers
● Methods, techniques, and equipment that are used
● Job climate that includes the work environment
● What are the job conditions
10. 2. Job Analysis
● To analyze all the information collected and the HR has to pick out the
imperative and important aspect of the job that is required to be done and
responsibilities that are to be carried out in the job.
● For HR doing the Job analysis, it is better for them to have a line manager
specific to that domain to be a part of the process for better accuracy.
11. 3. Develop the Job Design Plan
● On the basis of the information analyzed about the job and about how the
employee feels about his/her job.
● To check, if there is any sign of discomfort or dissatisfaction regarding
their job. When you have evaluated this information, you need to see which
method of job design you have to apply for the employee.
12. 4. Implementation
After deciding the job design method to be rolled out, HR needs to
implement it in a successful way, where the goal of the individual and the
company are in alignment. Take regular Feedback from the employee in the
implementation phase.
13. Job Design Method & Techniques
There are broadly 4 types of Job Design method and techniques that are
used to bring some change in the job structure for an employee.
Job Rotation Job
Enlargement Job Enrichment Job Simplification
14. 1. Job Rotation
● Job rotation is the lateral shift of the job role or position that is, it
happens between the job levels, and it cannot be mistakenly considered
a promotion.
● As it does not help the person to move up the ladder of his/her career.
● It is done on a temporary basis where employees are moved back to
their previous job after a stipulated time.
15. Benefits of Job Rotation
● Learning:- When the employees are getting the opportunity to carry out a
new role, they will definitely get to learn one or the other thing.
● Flexibility:- In a situation where there are more employees involved in job
responsibility, then employees get more flexibility in performing the job role.
● Employee replacement:- This technique saves the organization from the loss
that it would be bearing when any of the employees suddenly leaves.
Rotating employees in that role can help the organization for an immediate
period. Here, the job rotation method becomes the savior
16. Job Enlargement
● Job enlargement as the name suggests is about adding more
responsibilities or activities in the same job of the employee.
● This means that employees will do different activities in the job that
eliminates the boredom, that the employee was going through, and it
also eliminated the monotonous work of the employee.
17. Benefits of Job Enlargement
● Earn a higher wage:- Employees can earn higher wages after getting more
responsibilities being added to their role.
● Give more autonomy:- Along with autonomy comes accountability and
responsibility. As the person is now handling more responsibility, they are given
autonomy to do their job and they are more accountable for the result that they
are extracting.
● Career growth:- When additional responsibility is given to the employees they
are also given the training so that they carry out the duties successfully.
18. Job Enrichment
● This is the method where the motivators are added to the existing job.
● Like adding skill variety, extra tasks, giving feedback, meaning to the job,
and increasing autonomy.
● Through this method, the job is made more meaningful for the
employee.
19. Benefits of Job Enrichment
● Increase satisfaction:- when the meaning of the job is enhanced
then the employee is more satisfied with the job. As the intensity and
scope of the work has been increased, employees feel happier with
the job.
● Better psychological states:- it leads to increased meaningfulness for
the work which leads to high-quality results from the employee. And
increased employee experience.
20. Job Simplification
Benefits:-
● Obviating unnecessary work:- as we studied earlier that 34 % of the employees
said they wasted time because of long hours. Hence, removing such work will
help the employee do the important required work
● Make employee more focused:- when the extra work is removed employee is
left with important and output-driven work, which brings more profit and
minimizes the cost of the employee.
22. 1. Research done by Salary.com
Research done by salary.com suggest the reason of why employees waste their time, the
research also suggests that:-
● 39% of the respondents in the survey spend just one hour a week or even less on non-
work-related stuff.
● 29 % of the respondents spend 2 hours a week on the computer at work.
● 21 percent of the respondents, waste up to 5 hours a week
● And at last, only 3 percent of the respondents spend 10 hours in a week on their personal
tasks.
23. Reasons for the respondents to waste their
time was:-
● 34 % of employees report that they waster time due to the hours which
are too long
● 32 % of the employees said that their company did not provide an
incentive to them even if they work hard.
● 30% are the employees that are unsatisfied with their job
● 23% of the employees said that they are bored with their job now
24. Tips for Job Design
● Keep the management and the employees :- Keep Clear and Transparent
communication
● Understand the need:- You may conduct Training Need Analysis
● Involve managers and the employee :- Including both the player for
better planning and execution
● Support the employee in the execution stage:- Take regular feedback
from the employee
25. Use of Abraham Maslow’s
Hierarchy of needs in Job Design
Intrinsic motivation or extrinsic motivation is imperative for employee’s
productivity.
When the Motivation level goes down you will see the quality of the work
yield by an employee is not up to the mark.
So to understand the motivation level, you can refer to Abraham Maslow’s
Hierarchy of needs
27. Job Characteristic Model
To better understand this theory of motivation, HR needs to understand the
job characteristics and link the two in an aligned manner to have a job design
plan which is successful for a longer duration.