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PRESENTED BY:MONA SHRIVAS POORAN KHAMPARIYA SANDEEP TIWARI SHILPA MISHRA

JOB

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DEFINITION:- A job may be defined as an assignment of work calling for a set of duties, responsibilities and conditions that are different from those of other work assignments.

VARIABLES OF A JOB JOB ANALYSIS JOB DESIGN JOB DESCRIPTION

JOB VARIABLES

JOB SPECIFICATION JOB SHARING JOB EVALUATION JOB SATISFACTION JOB ENRICHMENT JOB ENLARGEMENT JOB ROTATION

JOB ANALYSIS 

DEFINITION:- JOB ANALYSIS may be defined as” the process of determining, by observation & study& reporting pertinent information relating to the nature of a specific job”. ASPECTS OF JOB ANALYSIS

JOB DESCRIPTION

JOB SPECIFICATION

PROCESS OF JOB ANALYSIS

Company strategies Collection of information Process of information Drafting Job Description

Drafting Job Specification

TECHNIQUES FOR DATA COLLECTION

Interviews Direct observations Maintenance of long records Questionnaires Critical Incident Technique

MANAGEMENT POSITION DESCRIPTION QUESTIONNAIRE Product, marketing & financial strategy planning. Coordination of other organizational units & personnel. Internal business control. Products & services responsibility. Public & customer relations. Advanced consulting. Autonomy of actions. Approval of financial commitments. Staff service. Supervision. Complexity and stress. Advanced financial responsibility. Broad personnel responsibility.

JOB DESCRIPTION 

A job description is “an organized, factual statement of the duties & responsibilities of a specific job”.

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The contents of Job Description:Job title Organizational location of the job Supervision given & received Materials, tools & equipments worked with Salary levels Conditions of work Training & development facilities Promotional chances & channels Complete list of duties to be performed Designation of the immediate superior & subordinate

JOB SPECIFICATION 

A job specification is “ a statement of the minimum acceptable human qualities necessary to perform a job properly”.

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JOB SPECIFICATION INFORMATION:   

Physical specifications Mental specifications Emotional specifications & social specifications Behavioral specifications

JOB DESIGN 

DEFINITION:-JOB DESIGN may be defined as the process of deciding on the content of a job in terms of duties & responsibilities of the jobholders.

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Approaches of Job Design:Engineering Approach Human Approach Job Characteristics Approach

FACTORS AFFECTING JOB DESIGN FEEDBACK ENVIRONMENTAL FACTORS

ORGANIZATIONAL FACTORS

BEHAVIOURAL FACTORS

JOB DESIGN

OUTCOME

ORGANIZTIONAL PRODUCTIVITY EMPLOYEE SATISFACTION

JOB SHARING 

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DEFINITION:- The arrangement of sharing one job by two or more part-time employees is called job sharing. Job sharing is suitable for: Dual career group employees who prefer to work in one organization Retired employees The organizations where work load is less

JOB EVALUATION

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DEFINITION:-Wendell L. French defined job evaluation as” the overall activity of involving an orderly, systematic method & procedure of ranking, grading and weighing of jobs to determine the value of a specific job in relation to other jobs.”

PROCEDURE OF JOB EVALUATION ANALYSE & PREPARE JOB DESCRIPTION

SELECT & PREPARE JOB EVALUATION PLAN

CLASSIFY JOBS

INSTALL THE PROGRAMME

MAINTAIN THE PROGRAMME

JOB EVALUATION METHODS/ TECHNIQUES TYPES OF JOB EVALUATION METHODS

QUANTITATIVE

Points Rating Method

Factors Comparison Method

NON-QUANTITATIVE

Ranking Method

Job classification & Grading Method

JOB SATISFACTION 

DEFINITION:DEFINITION Job satisfaction is defined as “the pleasurable, emotional state resulting from the appraisal of one’s job as achieving or facilitating the achievement of one’s job values.”

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Factors of Job Satisfaction:  

Personal factors Factors inherent in the job Factors controlled by the management

JOB ENRICHMENT 

MEANING:- Job Enrichment means adding duties & responsibilities that will provide for skill variety, task identity, task significance, autonomy & feedback on job performance.

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Dale S. Breach has suggested specific action steps for designing enriched jobs. They are:    

Creation of natural or logical work units Combining several duties, requiring various skills into each job The employees should have direct contact & knowledge about the people for whom his product is meant Vertical job loading is to incorporate some planning & controlling duties into he job and Feedback information should be provided to employees to correct & improve their performance.

JOB ENLARGEMENT 

MEANING:-Job enlargement means adding more and different tasks to a specialized job to provide greater variety. 

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Job enlargement is called horizontal job loading or horizontal job enlargement. It tackles dissatisfaction and reduces monotony by increasing the variety & scope of tasks.

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JOB ROTATION refers to the movement of an employee from one job to another. An employee who works on a routine/ respective job moves to and works on another job for some hours/days/months and backs up to the first job. However, frequent job rotations are not advisable in view of their negative impact on the organization and the employees .

JOB ROTATION & HOW IT WORKS A closer look at some Indian companies shows that job rotation is becoming an increasingly accepted practice. Consider LG Electronics India. In the past five years, close to half the Korean electronics major's 2,800 employees have switched functions within the organization at least twice. And what is an India-specific HR policy for LG is the norm worldwide for IBM. In fact, the IT giant has some high-profile job swaps to its credit. Just last year, then chief financial officer John Joyce switched functions and designation with Mark Loughridge, the senior vice president, global services. And last year, two senior professionals, Somnath Sinha, the erstwhile head of global operations, and Ashish Kumar, erstwhile head, sales, moved to India. At McDonald's too, cross-functional job rotations are encouraged, globally and in India. "It is a win-win situation -- win for the organization, the team and the employee," says Amit Jatia, joint venture partner and managing director, McDonald's, western India.