Job Analysis, Job Design & Job Evaluation
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Transcript of Job Analysis, Job Design & Job Evaluation
Submitted byVARMA ANKITA STUDENT OF
VIDYA VIKAS UNIVERSAL COLLEGE OF BMS & BMM
STUDING IN T.Y.B.M.S DIV A
I am highly in debited to Prof. NAINA BISHT for your guidance and constant supervision as well as for providing necessary information regarding the project & also for your support in completing the project I would like to express my gratitude towards my parents & my friends for their kind co operation and encouragement which helps me in completion this project.
I VARMA ANKITA HEREBY DECLARE THAT THIS PROJECT REPORT ENTITLED SUBMITTED BY ME UNDER THE GUIDANC JOB ANALYSIS JOB DESIGN JOB EVALUATION OF PROF. NAINA BISHT OF VIDYA VIKAS UNIVERSAL COLLEGE IS MY OWN AND HAS NOT BEEN SUBMITTED TO ANY OTHER UNIVERSITY OR INSTITUDE OR PUBLISHED EARLIER.
*IndexSR NO. PARTICULARS
2. Job Analysis
3. Process of Job Analysis
4. Methods of Job Analysis
5. Importance's of Job Analysis
6. Job Design
7. Objectives of Job Design
8. Techniques of Job Design
9. Job Evaluation
10. Committee of Job Evaluation
12. Method of Job Evaluation
13. Advantages of Job Evaluation
*WHAT IS JOB?
“Job Analysis is the process of studying and collecting information relating to the operations and responsibility of a specific job”.
“Job Design involves systematic attempt to organize tasks ,duties and responsibilities into a unit of work to achieve certain objective”.
“Job Evaluation is a systematic and orderly process of determining the worth of a job in relation to other jobs”.
The process of getting detailed information about jobs.
•Job duties and responsibilities
•Machines tools and equipment's
•Related to other job.
*Methods of collecting data for Job Analysis
*Importance Job Analysis
1.Facilitates proper publicity of job
2.Selection of psychological test
3.Facilitates purposeful interviews
4.Facilitates appropriate medical examination
5.Facilitates scientific selection placement and orientation
6.Facilitates scientific promotions and transfers
The process of defining how work will be performed and what tasks will be required in a given job.
Factors affecting job designing Organizational factors Environmental factors Behavioral factors
OBJECTIVES OF THE ORGANIZATION
Greater Job Satisfaction
Reduced Absenteeism & Turnover
JOB ROTATIONRotating from job to jobwithin an organization.
JOB ENLARGEMENTAdding more tasks to thejob: Horizontal Loading
JOB ENRICHMENTMaking jobs moremeaningful andChallenging: VerticalLoading
Large task that is completed bya group of specific taskAssignments.
Work teams are given a goal toachieve and the control over its accomplishment.
Individual Design Options
Group Design Options
*Definition of Job Evaluation
The process of determining how much a job should be paid, balancing two goals
Internal Equity External Competitiveness
*Job Evaluation Committees
Performs 3 main functions:
*Identifies 10-15 key benchmarks
*Selects some compensable factors
*Evaluate the worth of each job via one of the methods.
*Methods of Job Evaluation
• Ranking or job comparison
• Grading or job classification
• Point rating• Factor comparison
The importance of order of job is judged in terms of duties, responsibilities and demands on the job holder.
Department ManagerAssistant Manager
*Job Classification Method System of job evaluation by which jobs are classified
and grouped according to a series of predetermined wage grades.
Office Manager, Deputy office
Purchasing assistant, Cashier,
File clerks, Office boys.
*Advantages of Job evaluationReduction in inequalities in salary
SpecializationHelps in selection of employeesStandardizationImprovement, Selection and promotion procedures
*CONCLUSIONEmployee Satisfaction is Organization’s Success