job design, job analysis and job enrichment human resource management - session 5 suhel khan
TRANSCRIPT
Job Design, Job Analysis Job Design, Job Analysis and Job Enrichmentand Job Enrichment
Human Resource Human Resource Management - Management - Session Session 55
Suhel KhanSuhel Khan
AimsAims
By the end of the session students will By the end of the session students will be able to:be able to:
1.1. Understand the role of job design in Understand the role of job design in managementmanagement
2.2. Be able to prepare a job descriptionBe able to prepare a job description
3.3. Be able to apply this to the industryBe able to apply this to the industry
What is Job design?What is Job design?
Deciding what you want the post Deciding what you want the post holder to doholder to do
Ensuring the job fits with other jobsEnsuring the job fits with other jobsEnsuring the tasks are on similar Ensuring the tasks are on similar
levelslevelsDetermining the level of payDetermining the level of payA component of performance A component of performance
managementmanagement
What is a Job Description?What is a Job Description?
A means to ensure everyone has the A means to ensure everyone has the same awareness of the job and its same awareness of the job and its requirementsrequirements
If you don’t do it, individuals will tend If you don’t do it, individuals will tend to develop in the way they want tooto develop in the way they want too
It’s a description not a prescriptionIt’s a description not a prescriptionRecognise the role changes over timeRecognise the role changes over timeReview at regular intervalsReview at regular intervals
Write a Job DescriptionWrite a Job Description
List the tasks covered by the jobList the tasks covered by the job Identify line relationshipsIdentify line relationshipsDetermine what skills are needsDetermine what skills are needsEnsure that the tasks justify the skills Ensure that the tasks justify the skills Two parts task list and person Two parts task list and person
specificationspecificationOver to youOver to you
How can Job Design Help in How can Job Design Help in the Industry?the Industry?
Provide planned development to support Provide planned development to support the business the business
Ensures equity using job evaluationEnsures equity using job evaluationAllows comparisonsAllows comparisonsAllows flexibility and staff deploymentAllows flexibility and staff deploymentManages the process of role Manages the process of role
developmentdevelopmentGives everyone the same understanding Gives everyone the same understanding Identifies areas for re-skillingIdentifies areas for re-skilling
Job EnrichmentJob Enrichment
Jobs naturally change over timeJobs naturally change over timeEnrichment can mean greater scope Enrichment can mean greater scope
or responsibility or responsibility Can mean using short term projects Can mean using short term projects
to help developmentto help developmentMore reward or status recognising More reward or status recognising
greater contributiongreater contributionCan be a motivator to the post holder Can be a motivator to the post holder
and an incentive to othersand an incentive to others
Multi-SkillingMulti-Skilling
We all bring a range of skills to a jobWe all bring a range of skills to a jobSome we can useSome we can useSome need to be developedSome need to be developedSome will be inappropriateSome will be inappropriate
Over time individuals will need to Over time individuals will need to develop new skillsdevelop new skills
Having individuals who can perform Having individuals who can perform a range of tasks gives you flexibilitya range of tasks gives you flexibility
The Reward PackageThe Reward Package
So how do you determine rewardSo how do you determine rewardJob evaluation assessing against set Job evaluation assessing against set
criteriacriteriaUsing existing jobs as comparitorsUsing existing jobs as comparitorsConsider the worth to the organisationConsider the worth to the organisationPay is only one aspect consider othersPay is only one aspect consider others
LeaveLeavePensionsPensionsBonusesBonuses
Objectives of Job AnalysisObjectives of Job Analysis Job RedesignJob Redesign Work StandardsWork Standards RecruitmentRecruitment SelectionSelection TrainingTraining Performance appraisal Performance appraisal Job evaluationJob evaluation Safety Safety
Benefits of Job AnalysisBenefits of Job Analysis
1. Organizational 1. Organizational DesignDesign
2. Human Resource 2. Human Resource PlanningPlanning
3. Recruitment and 3. Recruitment and SelectionSelection
4. Placement and 4. Placement and OrientationOrientation
5. Training and 5. Training and DevelopmentDevelopment
6. Performance 6. Performance AppraisalAppraisal
7. Career Path 7. Career Path planningplanning
8. Job Design8. Job Design9. Job Evaluation9. Job Evaluation10 Labour Relation10 Labour Relation11. Employee 11. Employee
CounsellingCounselling12. Health and 12. Health and
SafetySafety
The process of Job AnalysisThe process of Job Analysis 1. Organisational 1. Organisational
AnalysisAnalysis 2. Organising Job 2. Organising Job
Analysis ProgrammeAnalysis Programme 3. Deciding the uses 3. Deciding the uses
of Job Analysis of Job Analysis InformationInformation
4. Selecting 4. Selecting Representative Jobs Representative Jobs for analysisfor analysis
5. Understand Job 5. Understand Job DesignDesign
6. Collection of 6. Collection of DataData
7. Developing a Job 7. Developing a Job DescriptionDescription
8. Preparing a Job 8. Preparing a Job Specification Specification
Techniques of Job AnalysisTechniques of Job Analysis
1. Job Performance1. Job Performance2. Personal Observation2. Personal Observation3. Interview3. Interview4. Questionnaire4. Questionnaire5. Critical Incidents5. Critical Incidents6. Log Records6. Log Records
Differentiate between Job Description Differentiate between Job Description
and Job Specificationand Job Specification Job Description is a Job Description is a
functional description of functional description of what the job entails. what the job entails. And define the purpose And define the purpose and scope of a job. It is and scope of a job. It is a written record it a written record it contains title, location, contains title, location, duties, responsibilities, duties, responsibilities, working conditions, working conditions, hazards and relationship hazards and relationship with other jobs.with other jobs.
Job specification is a Job specification is a statement of the statement of the minimum acceptable minimum acceptable human qualities human qualities required for the proper required for the proper performance of a job. performance of a job.
It includes physical, It includes physical, mental, social, mental, social, psychological and psychological and behavioral behavioral characteristics of a characteristics of a personperson
Job EvaluationJob EvaluationAccording to BIM, Job evaluation is “the According to BIM, Job evaluation is “the
process of analysis and assessment of process of analysis and assessment of jobs to ascertain reliably their relative jobs to ascertain reliably their relative worth using the assessment as the basis worth using the assessment as the basis for a balanced wage structure” for a balanced wage structure”
Job evaluation begins with job analysis Job evaluation begins with job analysis and ends up with the classification of jobs and ends up with the classification of jobs according to their worth. A job cannot be according to their worth. A job cannot be evaluated unless and until it is analyzed.evaluated unless and until it is analyzed.
Objectives of Job evaluationObjectives of Job evaluation1. To Determine equitable wage differentials 1. To Determine equitable wage differentials
between different jobs in the organizationbetween different jobs in the organization2. To eliminate wage inequities2. To eliminate wage inequities3.To develop a consistent wage policy3.To develop a consistent wage policy4. To provide a framework for periodic review 4. To provide a framework for periodic review
and revision of wagesand revision of wages5. To provide a basis for wage negotiations5. To provide a basis for wage negotiations6. To enable management to gauge and control 6. To enable management to gauge and control
the payroll coststhe payroll costs7. To minimize wage descriptions on the basis of 7. To minimize wage descriptions on the basis of
age, sex, caste, region, religion , creed etc age, sex, caste, region, religion , creed etc
Methods of Job EvaluationMethods of Job Evaluation
Job Evaluation can be classified in to Job Evaluation can be classified in to two categoriestwo categories
1. Non-quantitative methods:1. Non-quantitative methods:a. Ranking or Job Comparisona. Ranking or Job Comparisonb. Grading or Job Classification b. Grading or Job Classification
2. Quantitative methods:2. Quantitative methods:a. Point Ratinga. Point RatingB. Factor Comparison B. Factor Comparison
SummarySummary
Managing jobs in the organisation Managing jobs in the organisation involves constant reviewinvolves constant review
Jobs evolve as individuals perform Jobs evolve as individuals perform themthem
Set up mechanisms to ensure the Set up mechanisms to ensure the process is managedprocess is managed
Job design can help steer the Job design can help steer the organisation towards its corporate organisation towards its corporate goalsgoals