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HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
Presentation On
HRMJob Design & Evaluation
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
JOB DESIGNDefinition:
“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”.
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
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 ?
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
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.
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
Importance of Job design Provides Job Feedback Allows Adjustments Motivates Employees Improves Performance Emphasises on Employee Training Offers work and rest schedules
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
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. Variety4. Work practices
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
Scope of Job Design:
Technically feasible jobs Economically
feasible jobs
Behaviourally desirable jobs
the ideal job design
What many workers feel they have
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
Issues in Job Design: Telecommuting / work from home Job sharing Flexi-working hours Alternative working pattern Techno stress Task revision
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
Job Design Decisions:
Who Mental & physical characteristics
What Tasks to be performed Where Location When Time of the day and how
many hoursWhy Objectives and motivationWho Method of performance
Ultimately Job structure
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
Approaches to Job design֍ Engineering Approach F.W.Taylor֍ Human Relations Approach Herzberg
Motivators
Hygienic factors
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
֍ Job Characteristics Approach a. Skill variety b. Task identity c. Task Significance d. Autonomy e. Feedback
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
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
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
JOB EVALUATIONDefinition: “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
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
The process of determining how much a job should be paid, balancing two goals – 1. Internal Equity 2. External Competitiveness
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
Objectives of Job Evaluation: Objectives must be clearly formulated Recruitment and selection Remuneration Training & Development Personal Assessment Career counselling and HR Planning Organisational Analysis
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
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
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
Methods of Job Evaluation:
Methods
Non-Analytical Methods
Ranking System
Job Classification
or Grading System
Analytical Methods
Factor Comparison
Method
Point Ranking Method
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
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......
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
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...
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
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.
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
Importance of Job Evaluation
ɷ Helps in wage and salary fixationɷ Helps in Mitigating Grievancesɷ Helps in Recruitment and Selectionɷ Improves Labour-Management relationsɷ Ensures Fair Distribution of Rewardsɷ Helps in Analysis of Company ɷ Determines the Hierarchy
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
Limitations of Job Evaluation
♠ Not a Scientific Technique♠ Unrealistic♠ Organisational limitations♠ Limitations of Evaluator ♠ Nature of job♠ Problems of Adjustment
HRM
Cre
ated
by
D. S
RAV
AN
KU
MA
R
Thank You.... Presented by... Sravan Kumar .
D G.MBA