Job design and job evaluation
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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 worth of jobs for purposes like determining fair pay. It discusses analytical methods like factor comparison that evaluate jobs based on factors like skills, effort, and responsibilities to determine appropriate wages. Overall, the document provides an overview of the concepts, processes, importance and limitations of job design and evaluation.
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This document outlines the steps in developing a total compensation strategy and discusses internal alignment, which refers to pay relationships among jobs within an organization. It also covers job analysis, which involves defining jobs by their tasks and skills requirements. The results of job analysis are used to create job descriptions and for job evaluation. Job evaluation is the systematic process of determining the relative worth of jobs within an organization based on factors like skills, effort, and responsibilities. Several common job evaluation methods are discussed, including ranking, classification, factor comparison, and point methods. The point method breaks jobs into compensable factors that are scaled and weighted to determine total points for each job.
Job evaluation ppt
The document discusses job evaluation, which is defined as the process of determining the relative worth of jobs within an organization. It considers factors like responsibilities, output, decision-making authority, and skills required. The objectives of job evaluation include establishing fair wages, minimizing discrimination, and ensuring positions are ranked appropriately. Common methods include ranking, paired comparison, point-based systems, and job classification. The process involves analyzing job descriptions, selecting an evaluation plan, classifying positions, implementing the program, and maintaining it over time. Job evaluation aims to create a standardized and equitable compensation structure.
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Job design and job evaluation
- 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