job design, job analysis and human resource

8/14/2019 Job Design, Job Analysis and Human Resource

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Job Design, JobAnalysis and HumanResource Planning

Module 2


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Job & Position

Job consists of a group of relatedactivities and duties

Position consists of different dutiesand responsibilities performed byonly one employee


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e a ons p o oRequirements & HRM

FunctionsRecruitment

Job specification

A statement of knowledge, skills andabilities required of a person performinga job

SelectionJob description

It is the statement of tasks, duties andresponsibilities of a job


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e a ons p o oRequirements & HRM

FunctionsTraining and Development

Discrepancy between the jobholder

and the requirements contained inthe descriptionPerformance AppraisalCompensation Management


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Job Analysis

Process of obtaining information aboutjobs by determining what the duties,

tasks or activities of the jobs are


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Job Analysis

Consists of:Job Description: It is a written record of

the duties, responsibilities andrequirements of a particular job.

Title, duties, working conditions,location, etc of the job.

Job Specification: It is a written recordof the requirements in an individualworker for a given job. It refers to thesummary of the personalcharacteristics required for the job.


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Gathering JobInformation

InterviewsQuestionnaires

ObservationDiaries


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Purpose and use of JA

Organization and man powerplanning

Recruitment & selectionWage and salary administrationEmployee training and developmentPerformance appraisalHealth and safety.


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Content of JA

Job identificationSignificant characteristics of the job.

Job dutiesWhich material and equipment theworker uses

How a job is performedRequired personnel attributesJob relationship.


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Content of JA

Job Description

Job title

Job Identification Job Duties Relation to other jobs Supervision given /

taken

Machines, tools,equipments

Materials and formsused

Conditions of work Hazards

Job Specification

Psychological

characteristics PersonalCharacteristics

PhysicalCharacteristics

Other factors ofdemographic nature


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Problems with JobDescriptions

If poorly written, with vague terms,they give little help

Not updatedContain specifications not related tojob success

Can limit scope of activities of

jobholder


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Job Design


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Job Design

Concerned with structuring jobs inorder to improve organization

efficiency and employee jobsatisfaction


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Basis for Job Design


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Behavioral concerns

Job enrichmentJob characteristics model

Employee empowerment


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Job Enrichment

Enhancing a job by adding moremeaningful l tasks and duties to

make the work more rewarding orsatisfying


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Job characteristicsmodel

Job design that purports that threepsychological states

Experiencing meaningfulness of the workperformed

Responsibility for work outcomes

Knowledge of results of work performed

- of a jobholder result in improvedwork performance, internalmotivation and lower absenteeismand turnover


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Job characteristicsmodel

Five characteristics that produce the3 psychological states are

Skill varietyTask identity

Task significance

Autonomy

Feedback


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Employee Empowerment

Granting employees power to initiatechange, thereby encouraging them

to take charge of what they doTechnique of involving employees in

their work through the process of

inclusion


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Industrial EngineeringConsiderations

A field of study concerned withanalyzing work methods and

establishing time standards


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ErgonomicConsiderations

An interdisciplinary approach todesigning equipment and systems

that can be easily and efficientlyused by human beings

Job to person, rather than person to

job


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Designing work forGroup/Team Contributions

Employee Involvement GroupsEmployee Teams


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Employee InvolvementGroups

Groups of employees who meet toresolve problems or offer

suggestions for organizationalimprovement


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Employee teams

Work functions are structured forgroups rather than for individuals andteam members are given discretion in

matters traditionally considered likeprocess improvement, productdevelopment etc

Synergy

Support Listen and Clarify

Disagree

Consensus

Acceptance


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Employee teams

Teams Cross functional teams

Project teams

Self directed teams

Task force teams

Process improvement teams

Virtual teams


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Human Resource

Planning


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Human ResourcePlanning

Process of anticipating and makingprovision for the movement of

people into, within and out of anorganization


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Objectives of HRP

To foresee employee turnover andmake arrangements for minimizing

turnover and filling consequentvacanciesTo meets needs arising from

expansion, diversification etcTo foresee impact of technology on

workTo estimate cost of human resources


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Factors affecting HRP

Internal factors: Company policies and strategies

Human resource policiesJob analysis

Time horizons

Companys production operationpolicies

Trade unions


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Benefits of HRP

Offsets uncertainty and changes tomaximum extent

Helps anticipate costTo plan for facilitiesTo give an idea on selection methods


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Process of HRP

Analyzing organizational plan Forecasting

Demand forecasting

Supply forecasting Estimating net HR requirements Action plan for Redeployment,

Retrenchment Forecast future supply from all sources Action plan for Outsourcing,

Recruitment & Development Modify organizational plan Retention plan


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Forecasting

Internal Labor SupplyExternal Labor Supply

When organization lacks internalsupply

Staffing entry level positions


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Forecasting

Internal Labor Supply Staffing tables graphic

representation of all organizational

jobs along with the numbers ofemployees currently occupying these

jobs and future employmentrequirements

Markov Analysis method for trackingthe pattern of employee movementsthrough various jobs

Skill inventories files of education,

experience, interests, skills, etc that


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Forecasting

Internal Labor Supply Replacement charts - listings of

current jobholders and persons whoare potential replacements if anopening occurs

Succession planning process of

identifying, developing and trackingkey individuals for executivepositions


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Process of HRP

Analyzing organizational plan Forecasting

Demand forecasting

Supply forecasting Estimating net HR requirements Action plan for Redeployment,

Retrenchment (due to surplus) Forecast future supply from all sources (due

to shortage) Action plan for Outsourcing, Recruitment &Development

Modify organizational plan Retention plan

job design, job analysis and human resource

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