Job design and evaluatin ppt
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This document discusses job design and evaluation in human resource management. It defines job design as systematically organizing tasks and responsibilities to achieve objectives. The key aspects of job design are determining required tasks, how they are performed, and their sequence. Job evaluation determines the relative value of jobs for setting fair pay. It assesses internal equity and external competitiveness. Common methods include ranking, grading, factor comparison, and point ranking. The goals of job evaluation are recruitment, compensation, development, and organizational analysis.
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respondents. The researcher used excel program to analyze the data.This study shows that most of employees
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which will enable them to perform their work to a high standard of competence and efficiency. Most of
employees are agree that the criteria followed by the municipalities of Municipality of Naur in the selection
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The document discusses recruitment, including defining it as the process of searching for prospective employees and stimulating them to apply. It outlines the objectives of recruitment such as attracting skilled candidates and developing an attractive organizational culture. The recruitment process, factors affecting recruitment, sources of recruitment (internal and external), methods of recruitment, and modern recruitment techniques and sources are also summarized.
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To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
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Job Analysis Methods In HRM
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Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job.
Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people who should be hired for them.
Job: A group of tasks that must be performed in an organization to achieve its goals.
Position: The tasks and responsibilities performed by one person; there is a position for every individual in an organization.
Task: A distinct, identifiable work activity composed of motions
Responsibility: An obligation to perform certain tasks and duties.
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This document provides an overview of industrial relations and trade unions. It defines industrial relations as the relationship between employees and management, and notes it aims to maximize productivity through cooperation. Trade unions are defined as membership organizations that protect and advance workers' interests. The document outlines key aspects of both topics, including:
- The importance of industrial relations in maintaining peace and harmony in industry.
- The main members/players involved in industrial relations: employers, employees, trade unions, government.
- The objectives of industrial relations like promoting cooperation and resolving conflicts.
- The functions of trade unions like providing welfare and safeguarding workers' interests.
- The different forms of trade unions and approaches to industrial relations
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This document discusses job analysis and design. It defines job analysis as determining all pertinent information about a specific job. The main methods of job analysis are observation, interviews, questionnaires, and diaries. Job analysis is used to create job descriptions and specifications, and inform selection, training, performance reviews, and design. Job design structuring work activities and responsibilities. Approaches to design include engineering, human relations, and job characteristics models. Modern techniques incorporate flexibility like job rotation, enlargement, enrichment, and telecommuting.
Hr environment
The document discusses the HR environment and how various internal and external factors affect HR activities. It defines the HR environment as the dynamic factors that influence HR functions. Some key points:
- Internal factors include unions, organizational culture and conflicts, and professional bodies. External factors are political/legal, economic, technological, and demographic trends.
- HR managers can regularly meet with unions, incorporate organizational culture into training, and utilize professional bodies for recruitment to control internal factors. They can also implement cost-cutting measures, innovative hiring, and react quickly to economic changes.
- Environmental scanning allows HR to maintain awareness of opportunities and threats to modify strategies accordingly and demonstrate organizational agility in response to changes. Both external and internal
Motivation, job design and performance
This document discusses motivation and job design and their relationship to employee performance. It defines motivation as what drives people to work towards goals and job design as how tasks are organized. It then states that properly designing jobs using approaches like job simplification, enlargement, rotation, and enrichment can increase employee motivation and thus improve performance. Each of these job design approaches are then briefly defined.
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
Management Training and Development
This document provides an overview of management training and development. It discusses training as a process to improve employee performance through acquiring new knowledge, skills, and changing attitudes. Training aims to improve specific job skills in the short term, while development prepares employees for future roles and promotes long term growth. The document outlines the objectives, benefits, and components of training needs analysis to identify skill gaps and ensure training initiatives are effective.
Compensation management
This document discusses compensation management and provides details on:
1) The definition and types of compensation including direct compensation like wages and salaries, and indirect compensation like benefits.
2) The purposes and components of compensation including attracting applicants, retaining employees, motivating performance, and administering legal pay requirements.
3) Methods of determining employee pay such as base salary plus cost of living adjustments, scales, incentives, bonuses, and merit-based pay.
4) The job evaluation process which determines relative job worth through analyzing jobs, developing and selecting evaluation methods, and evaluating positions.
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Job analysis involves a detailed study of jobs to understand their nature and requirements. It identifies job duties, skills, equipment, and relationships. The objectives of job analysis include work simplification, setting work standards, and supporting HR activities. Benefits include human resource planning, recruitment, placement, training, and performance management. Job analysis results in job descriptions that define duties and specifications that outline required qualifications. Job design approaches aim to meet organizational needs while satisfying employee needs through tasks, responsibilities, and rewards. Techniques include job simplification, rotation, enlargement, and enrichment.
Job anaylsis
Job analysis is a process to identify the duties, requirements, and relative importance of duties for a specific job. It is essential for human resource functions like planning, evaluation, recruitment, selection, placement, training, performance management, promotion, and compensation. The job analysis process involves gathering job information through techniques like observation and interviews. This information is used to create a job description detailing the purpose, tasks, and responsibilities of the role, and a job specification outlining required skills and qualifications. Conducting regular job analysis helps organizations hire the right people for the right jobs.
Job analysis
This document discusses job analysis, which involves systematically gathering information about tasks, duties, responsibilities, skills and qualifications required for a job. It outlines the process of job analysis including organizational analysis, data collection methods, developing job descriptions and specifications. Benefits of job analysis include its uses for recruitment, selection, training, performance appraisal and more. Challenges with job analysis like not updating it regularly and potential subjectivity are also covered. The document concludes with defining job design and methods of job design like job rotation, enlargement and enrichment.
RECRUITMENT.pptx
This document discusses various topics related to recruitment and selection including:
- Job analysis to understand job requirements and develop job descriptions
- Methods of collecting job data like observation, interviews, questionnaires
- Job design to organize tasks and ensure positions are not repetitive
- Job evaluation methods like factor comparison, ranking, and point ranking
- Recruitment sources and strategies like cold calling, headhunting, and using keywords in job postings
- The selection process and evaluating outcomes based on cost, time and quality of hires
- Talent acquisition functions like planning, employer branding, and using metrics to measure outcomes
JOB ANALYSIS ppt for management students
Job analysis is the process of collecting job-related information to help prepare job descriptions and specifications. It studies the work performed, skills required, resources needed, and working conditions. This provides a foundation for human resource planning, hiring, training and development, performance appraisal, wage and salary determination, and health and safety. Job analysis identifies the tasks, methods, and purpose of a job. Common methods include job-focused and employee-focused analyses. Job evaluation systematically assesses jobs to determine their relative worth, placing them in a pay structure based on importance. Analytical methods like point ranking and factor comparison evaluate factors like skills, responsibilities, and conditions.
Job analysis
A job is a regular activity performed in exchange for payment that constitutes one's occupation or profession. Job analysis is the process of determining the duties, skills, and requirements of a job in order to understand what kind of person should be hired for the role. It results in a job description that outlines the key aspects of a job such as duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities. Job design is the process of organizing work into tasks required to perform a specific job and can take various forms such as work simplification, job enlargement, job rotation, job enrichment, and team-based job design.
Job Analysis, Job Design and Evaluation
The document discusses key aspects of human resource management including job analysis, job design, job evaluation, human resource planning, recruitment and selection, placement and utilization. It defines each concept and explains their importance. For job analysis, it outlines the steps and benefits. It also describes different job evaluation and design methods used by organizations. The recruitment and selection process is summarized in five steps. Placement and utilization focus on properly matching employees to roles and maximizing their productivity.
Job analysis
This document summarizes a marketing internship opportunity with Sistemos IT Pvt. Ltd. in Kolkata, India. The 5 positions would involve assisting the senior marketing team, communicating with corporate customers, and learning digital marketing skills like Facebook and Twitter marketing. Candidates from a marketing background who can start immediately for 2-3 months are preferred. The internship includes a stipend of Rs. 2000-3000, travel expenses, and performance-based incentives.
3- Job Analysis.pdf
The document discusses job analysis and the talent management process. It defines talent management as the integrated process of planning, recruiting, developing, managing, and compensating employees. It also describes the key steps in job analysis, which is the process used to collect information about job duties, skills, outcomes, and environment. This information is then used for various talent management functions like recruitment, performance management, and compensation.
Final pom
The document discusses job design and its objectives. It describes how job design involves systematically organizing tasks and responsibilities into work units to achieve goals. The main purposes of job design are to increase employee motivation and productivity. Key elements of job design include task analysis, worker analysis, and environmental analysis. Current trends in job design involve flex time, compressed work weeks, working from home, and telecommuting.
Hrm
This document discusses human resource management and selection. It defines staffing as filling positions in an organization structure. The key functions of human resource management are identified as human resource planning, recruitment and selection, training and development, performance appraisal and feedback, pay and benefits administration, and labor/employee relations. Selection involves planning staffing needs, recruitment, selection and placement, and orientation. Performance appraisal methods are also discussed.
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Job design and evaluatin ppt
- 2. H R M CreatedbyD.SRAVANKUMAR JOB DESIGN Definition: “Job Design involves systematic attempt to organise tasks, duties and responsibilities into a unit of to achieve certain objective”. The Process of defining how work will be performed and what tasks will be required in a given job. “ Job Design means the ways that decision makers choose to organise work responsibilities, activities and tasks”.
- 3. H R M CreatedbyD.SRAVANKUMAR Steps involved in Job Designing : What tasks are required to be done or what tasks is part of the job ? How are the tasks performed ? What amount of tasks are required to be done ? What is the sequence of performing these tasks ?
- 4. H R M CreatedbyD.SRAVANKUMAR Job design involves :-- Checking the work overload. Checking upon the work under load. Ensuring tasks are not repetitive in nature. Ensuring that employees do not remain isolated. Defining working hours clearly. Defining the work process clearly.
- 5. H R M CreatedbyD.SRAVANKUMAR Importance of Job design Provides Job Feedback Allows Adjustments Motivates Employees Improves Performance Emphasises on Employee Training Offers work and rest schedules
- 6. H R M CreatedbyD.SRAVANKUMAR Factors Affecting Job Design: Organisational Factors Environmental Factors Behavioural Factors 1. Task characteristics 1. Employee availability and ability 1. Feedback 2. Process or flow of work in organisation 2. Social and cultural expectations 2. Autonomy 3. Ergonomics 3. Variety 4. Work practices
- 7. H R M CreatedbyD.SRAVANKUMAR Scope of Job Design: Technically feasible jobs Economically feasible jobs Behaviourally desirable jobs What many workers feel they have
- 8. H R M CreatedbyD.SRAVANKUMAR Issues in Job Design: Telecommuting / work from home Job sharing Flexi-working hours Alternative working pattern Techno stress Task revision
- 9. H R M CreatedbyD.SRAVANKUMAR Job Design Decisions: Who Mental & physical characteristics What Tasks to be performed Where Location When Time of the day and how many hours Why Objectives and motivation Who Method of performance Ultimately Job structure
- 10. H R M CreatedbyD.SRAVANKUMAR Approaches to Job design ֍ Engineering Approach F.W.Taylor ֍ Human Relations Approach Herzberg Motivators Hygienic factors
- 11. H R M CreatedbyD.SRAVANKUMAR ֍ Job Characteristics Approach a. Skill variety b. Task identity c. Task Significance d. Autonomy e. Feedback
- 12. H R M CreatedbyD.SRAVANKUMAR Job Design Techniques Job enlargement : Adding more tasks to the job Job rotation : Rotating from one job to another job within an organisation Job enrichment : Making jobs more meaningful and challenging Work / Job simplification Autonomous or Self-Direct teams
- 13. H R M CreatedbyD.SRAVANKUMAR JOB EVALUATION Definition: “Job Evaluation is a Systematic and Orderly Process of determining the worth of a job in relation to other jobs”. “An effort to determine the relative value of every job in a plant and to determine what the fair basic wages for such a job should be”. --- Kimball and Kimball
- 14. H R M CreatedbyD.SRAVANKUMAR The process of determining how much a job should be paid, balancing two goals – 1. Internal Equity 2. External Competitiveness
- 15. H R M CreatedbyD.SRAVANKUMAR Objectives of Job Evaluation: Objectives must be clearly formulated Recruitment and selection Remuneration Training & Development Personal Assessment Career counselling and HR Planning Organisational Analysis
- 16. H R M CreatedbyD.SRAVANKUMAR Process of Job Evaluation: Identification of jobs for evaluation Gathering the Relevant Data Determination of job ranking Selection of Benchmark Jobs Wage & Salary Surveys Review & Feedback
- 17. H R M CreatedbyD.SRAVANKUMAR Methods of Job Evaluation: Methods Non-Analytical Methods Ranking System Job Classification or Grading System Analytical Methods Factor Comparison Method Point Ranking Method
- 18. H R M CreatedbyD.SRAVANKUMAR Non-Analytical Methods: 1. Ranking System: The importance of Order of job is Judged in terms of duties, responsibilities and demands on the job holder. For Example......
- 19. H R M CreatedbyD.SRAVANKUMAR 2. Job Classification / Grading System: System of job evaluation by which jobs are classified and grouped according to a series of predetermined wage grades. For Example...
- 20. H R M CreatedbyD.SRAVANKUMAR Analytical Method: Factor Comparison / Point Method of Job Evaluation This method is widely used and considered to be one of the reliable and systematic approach for job evaluation in middle and large size organisations.
- 21. H R M CreatedbyD.SRAVANKUMAR Importance of Job Evaluation ɷ Helps in wage and salary fixation ɷ Helps in Mitigating Grievances ɷ Helps in Recruitment and Selection ɷ Improves Labour-Management relations ɷ Ensures Fair Distribution of Rewards ɷ Helps in Analysis of Company ɷ Determines the Hierarchy
- 22. H R M CreatedbyD.SRAVANKUMAR Limitations of Job Evaluation ♠ Not a Scientific Technique ♠ Unrealistic ♠ Organisational limitations ♠ Limitations of Evaluator ♠ Nature of job ♠ Problems of Adjustment
- 23. H R M CreatedbyD.SRAVANKUMAR Thank You.... Presented by... Sravan Kumar . D G.MBA